4 Questions to Score Yourself as a Manager of People

4 Questions to Score Yourself as a Manager of People So, how would you score yourself as a manager and a leader? Dont know, or not so sure? Well, if youre not sure, let me tell you that your people are they are constantly scoring you! So, if you have not evaluated your own performance in a while, now is a good time to start! I met recently with the CEO of a large company who wanted to discuss some issues that he was having with his team.  He gave me a pretty good briefing about the team â€" their strengths and weakness, success, disappointments, how they performed individually, how they get on together etc  all great information and really important when working with the team. However, there was one piece missing â€" feedback on himself as a manager a leader. I asked him to rate himself as he would any other member of the team in terms of team management skills and leadership. Rather taken aback at such a question, he began to reflect upon this unexpected query. Truthfully, he was pretty challenged to do this straightforward exercise â€" like many others I ask the same of, I have to say. To give him a helping hand, I put a series of questions to him, which would give a fair indicator, and since he found the questions and the ensuing conversation so helpful I thought I would share the questions with you here so that you can do your own evaluation: Question 1: How open are your people with you? What I mean by that is, is the information flow from them on a need to know basis or is it free flowing? Do they admit mistakes even if  the likelihood of you finding out are slim? Are they open, and I mean, without prompting,about any worries and concerns they have? Do you know what their personal, non work related goals are? What are they ambitious about? Do you know what goes on in their personal lives? Question 2: Are they fully supportive, in a real sense, on team goals or are they only concerned about their individual ones? When you talk to them, do they discuss how they can support other team members goals? Can you see them contributing to other team members, not just in words but in actions? Or are they only ever bothered when it impacts upon their own goals? Do they contribute to the achievement and success of others? Question 3: How supportive are they of each other? Is it “Im alright, Jack!” or will you see them supporting someone who may be struggling? Do you witness them helping each other out or does it only happen when asked? At your meetings do you just go around the table to get individual reports about performance or do you spend more time discussing how everyone can leverage what is available to achieve the overall goal? Is everyone protective about their own resources or is there a real willingness to share? Question 4: Can you say that open and honest debate happens among your team members, or does the office politics prevail? Is it safe, as a team, to have that discussion about the hot topics that need to be aired? Are the sensitive issues debated openly? ? Or is the atmosphere that an attack is happening and the truth does not get aired? Have you clear guidelines agreed for such conversations to take place? Really take your time to reflect because the answers to those questions will give you a good picture of your team management skills. I know that my client now has a much better picture of his skills and where he needs to focus to improve his own performance and, as a consequence, his teams too! What would your answers be? Go on, and ask yourself these same questions â€" and then do something about it!

What Autistic graduates want employers to know - Debut

What Autistic graduates want employers to know - Debut Back in 2015, two months shy of turning sixteen, I was diagnosed with Aspergers Syndrome. To me, it was just a word to describe me because after all, nothing had changed. I was still the same person. But over time I began to read to read into the poor level of employment within the #ActuallyAutistic community. With that in mind, I turned to Twitter; what do Autistic graduates want employers to know? What reasonable adjustments could be in place for them? Just how can we ‘boss’ a job interview? A lack of eye contact does not mean we are not listening One of the hallmarks of Autism Spectrum Disorder (ASD) is a lack of eye contact, a kind of inability to look someone in the eye. (Believe me, I still find this difficult some days!) Ever been punished by a teacher who says “Look at me when I’m talking to you!”? It doesn’t necessarily mean that you aren’t; for some reason, gauging eye contact is equated with listening to what is being said. In a job interview, we are listening; we just may not show it in the conventional sense. Forcing eye contact is also a no-no; it’s unproductive, and can be distracting. Forcing ourselves to meet your eye may mean that we aren’t listening after all! We are still individuals Having a diagnosis of Autism doesn’t mean we aren’t an individual we still think, feel, have opinions and interests, just like anyone else. A diagnosis does not mean we are any less human, despite the (ugly) robot stereotypes. There’s also the saying that if you have met one Autistic person, youve only met one Autistic person; as it’s a spectrum, we all have different needs and hallmarks. We are not all the Rainman archetype after all! One of the main responses when putting a call-out to Twitter was that individuality needs to be taken into consideration; there are different needs dependent on the individual. One particular tweet read: “To ask me what I individually need. Acknowledging that we all have different needs. I struggle that interviews dont follow the same pattern I fall into the trap of answering questions based on the previous interview.” Difference is not an issue It’s 2019; difference, and therefore diversity, should be celebrated, right? One tweet stood out in particular; it partly read: “Not to ask me what makes me different as [I’m] Autistic.” This question is somewhat impossible to answer; it’s also worded clumsily. After all, I could ask you “And what makes you “normal”? (Quote marks intended.) It’s rude, too. We spend our time justifying why we should be given the same opportunities as anyone else, all the while having to explain what our hallmarks are. This question is also walking a fine line; it’s going into the area of protected characteristics. Instead, ask us “what reasonable adjustments do you need to work here?” That way, we can better communicate what we need and this question should be used in education, not just the workplace. Try to drop potential stereotypes; we are not all ‘savants’. Sometimes I am told “but you’re normal!” To illustrate; unless you were told, you would not necessarily know the candidate is Autistic. They are just as able as everyone else in the room, maybe even more so; they just may need extra support. Reasonable adjustments need to be in place Most of the responses touched upon the topic of ‘unconventional behaviours’ for want of a better word, what’s not considered to be ‘normal’.   There’s stimming, for instance, or fixating on special interests. One Twitter user noted they laugh at times maybe not considered to be socially appropriate. Reasonable adjustments need to be in place, such as if there is an interview; this could be not forcing eye contact. My favourite adjustment would be to allow more time for responses; words can become jangled in my brain, and I sometimes need longer than eight seconds to respond to a question coherently. If on an application someone has stated they have a disability, why not ask directly what they need? Group tasks do not measure ability, they measure interaction A trend during interviews is for the potential candidates to take part in some sort of group task. While this is good in measuring how they interact with other people, this is not necessarily something an Autistic person would shine at. It induces me and many others that I know to feel incredibly anxious. Communication face to face is still something I struggle with; I learn something new every day. I once took part in a shop floor exercise to see what the job would be like; I knew from that I hadn’t got the job.. Instead of group work, why not set up a one-to-one interview with the potential candidate? This could allow for a more fruitful conversation; if the job relies on a lot of interaction, you could always offer extra support on the job. Download Debut  and  connect with us on  Facebook,  Twitter  and  LinkedIn  for more careers insights.

Vet Interview Questions Sample Answers - How2become.com

Vet Interview Questions Sample Answers - How2become.com In order to work for a veterinary surgery, you will need to pass the vet interview. Given the technicality of working as a vet, this is not an easy task! Customers will be trusting you with their much loved pets, so it’s essential that you can demonstrate to the veterinary surgery that you’ve got what it takes! The veterinarian interview questions will usually be conducted by one or more of the practice partners or vet recruiters, while interviews with charities or for governmental vacancies will likely be conducted by the Chief Veterinary Officer or vet recruiter, in conjunction with a member of the Human Resources team.In this blog, we’ll give you a full breakdown on the type of vet interview questions you are likely to face, give you tips on how to answer, and provide you with some advice on how to conduct yourself during the veterinary interview. First impressionsAs a veterinary surgeon you will be a representative for the practice you are applying to join, both at the surg ery itself and within the wider community in which you work, so the way you dress for an interview needs to reflect your professionalism. You should wear something that is both smart and comfortable â€" for men this should be a suit or smart trousers and a jacket with a shirt and tie, while for women a suit or smart trousers/skirt with a blouse/shirt and jacket are ideal. Also, do not forget the importance of personal grooming and clean shoes.If you find interviews a nerve-racking experience, try to keep in mind that you are also attending the veterinary interview to find out whether the post suits you and you want to work at that particular veterinary practice. Speak clearly, try to remain calm and avoid rushing your answers â€" give those interviewing you opportunities to expand upon their questions. Do not underestimate the value that vet recruiters will place on enthusiasm. Smile when you meet them and shake their hands. Make eye contact during the vet interview questions and ad opt a friendly, positive and professional approach. It is likely that you will be shown around the veterinary practice/hospital etc. either before or after the interview â€" this is a chance to illustrate your enthusiasm by asking questions, showing your interest, commitment and passion for the veterinary profession, and creating a good impression.Asking a friend or relative to practice veterinarian interview questions with you is a great way to reduce the nerves you may feel on the day. Also remember that the more interviews you attend the less daunting they will seem and the more your confidence will increase. THE VETERINARY SURGEON INTERVIEW PROCESSPreparationMake sure you know the job description, person specification and the information you supplied in your CV and covering letter when you applied for the post inside out, as this will likely form the basis for many of the veterinarian interview questions. Be prepared to expand on the information you submitted with your applicati on with examples from your previous experience, including your veterinary degree course, extramural placements and your previous/current employment if you are already working as a vet.You should be up to date with current governmental policy relating to animal health and welfare, and developments within the veterinary profession. Keep an eye on the Department for Environment. Food and Rural Affairs (DEFRA) website at www.defra.gov.uk and the Royal College of Veterinary Surgeons (RCVS) website at www.rcvs.org.uk, as these are an invaluable source for the latest news. If you work or are looking to work within a veterinary sector such as pathology or research, within the government or education sectors, or you are a specialist veterinary surgeon make use of all resources available to you, such as particular associations/unions dedicated to your area. Make sure you have read the latest edition of veterinary journals such as The Veterinary Record, and be prepared to talk about any recent or planned developments within the veterinary profession that are likely to affect you as a vet and the veterinary practice/charity/organisation you are applying to as a whole.Research the practice (or other veterinary employer) thoroughly â€" read through any information sources you have been given such as practice information booklets, look at the surgery’s website, and talk to prospective colleagues at the practice if possible. If you are relocating (or even if you are not!) it is a very good idea to do a little research into the local area, finding out about the practice’s client-base, for example local farms.Write down any questions you may have about the post, the practice etc. and take them with you to the interview. You should also double check whether you will need to bring any documents with you to the interview â€" it is common for veterinary recruiter surgeons to be asked to bring their RCVS registration documents, professional indemnity insurance documents, evidenc e of eligibility to work in the UK for overseas veterinarians, and possibly your driving licence too. It is also worth taking a copy of your CV and covering letter with you, just in case the interviewer(s) have mislaid them.Interview tipsIt is standard practice to ask certain vet questions at interview and therefore well worth preparing answers to these in advance. You should also try to think about other questions the interviewer(s) might ask you based on the position itself and the information you submitted when you applied for the role. A few tips to follow when answering questions are:Try to lead the interviewer(s) towards areas of your veterinary experience that you want to talk about. Capture their interest and ensure you pause during your answers to give them a chance to expand on their questions.Avoid yes/no answers at all costs and try to support your answers with specific examples from your veterinary practice experience.Focus on your strengths and successes wherever possi ble, but remember the interviewer will want to know that you can also recognise your weaknesses and devise strategies to resolve them through continuing professional development (CPD), on-going learning and the desire to broaden and build upon your skills and experience. During the vet interview questions, a good way to illustrate this is to talk about how you have revised and developed specific areas of your work as a veterinary surgeon in various situations, for example your consultation technique and within the operating room, and any future goals that you have.It is likely that you will talk about salary and employment issues towards the end of the interview. The best way to broach this is to talk about the salary and other benefits you receive in your current (or previous) veterinary post and ask how your experience and skills will be recognised in the new role.If you do not get the position, contact the veterinary practice (or other organisation) and ask for feedback on how yo ur interview went. This is great way to refine and improve your interview technique for next time.Below we have a selection of vet interview questions asked both by veterinary schools interviewing prospective students and veterinary practices interviewing veterinary surgeons. The questions are organised into general sections, and you should try to think about how you would answer these questions, formulating ideas and themes that you can adapt to suit each interview you attend. Examples of introductory/personal background vet interview questionsQ Please tell us a little bit about yourself and why you want to become a vet?Q What made you apply for this post?Q What other veterinary schools have you applied to?Q What other practices have you applied to?Q Why are you leaving your current veterinary post?Q Why do you want to work as a locum vet?Q Tell us about your veterinary degree course at XXX â€" what aspects of your training did you enjoy/not enjoy?Q How would you describe yourself as a vet â€" what special qualities do you bring to the profession?Q If you were to ask your friends to describe you, what would they say?Q What are your hobbies, and what have you learned from participating in them?Insider tip: Try to avoid vague answers to these questions. For example when asked about why you decided to become a vet, talk about a specific experience from your past, whether this be taking your first pet to a veterinary surgery, visiting an animal rescue centre or undertaking your first veterinary work experience. Talk about the vet who inspired you and go on to explain what cemented your decision to train as a veterinary surgeon. Try to highlight your interest in the owner-pet relationship and the role of the veterinary surgeon in caring for the interests of people and animals, rather than just saying that you love animals.  Q How have your life experiences prepared you for a career in the veterinary profession?Q What is the role of the vet in today’s society?Q What is the role of the vet within a local community?Q What do you think are the main issues affecting veterinary surgeons today?Q What do you understand about other roles for the vet besides working in general practice?Q What are the responsibilities of a veterinary surgeon with regard to human/public health?Q What type of veterinary medicine are you interested in?Q How will you cope with the physical, emotional and time stresses associated with working as a veterinary surgeon?Insider tip: Be prepared for questions relating to developments within the veterinary profession â€" when interviewers ask this type of question they are looking at your knowledge of topical events and current affairs that impact upon veterinarians in all fields. If you can refer to a recent article you have read in a veterinary journal this is a great way to illustrate your dedication to keeping yourself informed. Questions About Your Veterinary ExperienceQ What part of your veterinary training did you most/ least enjoy?Q What made you decide to specialise in small animals/equine work?Q Describe a small/large animal case that particularly interested you.Q Have you ever made a major mistake during your career, e.g. a surgical mistake, misdiagnosis etc? What did you do I would you do if this happened?Q How do you feel about providing emergency cover, possibly being called out in the middle of the night, during your anniversary dinner etc, to deal with an emergency situation?To learn more about how to pass the vet interview questions, please click HERE.   This entry was posted in Interviews. Bookmark the permalink. Richard How To Get An Acting AuditionSample Interview Questions For A Teacher

My book! -

My book! - Have you heard? My book, Social Networking for Career Success, is available for pre-sale! Im so excited to finally be able to share this book with you. It includes my advice and insights regarding how to use all the biggies: LinkedIn, Twitter and Facebook for job hunting and business use, as well as tips about networks you may not have considered. The best part? Over 100 of my colleagues (most of whom I met via Twitter and blogging) provided their thoughts and expertise. Recruiters, social media pros, career coaches you name it, their advice is included. Take a look at this list of amazing contributors! Ive recently launched the books site, and have started sharing some blog posts there. I hope youll take a look, and please pre-order the book for yourself or a friend!

Resume Writing Service in Washington DC - Let Them Help You Get a Job!

Resume Writing Service in Washington DC - Let Them Help You Get a Job!Writing a resume can be a daunting task if you have no experience as it is. Employers are looking for the right type of skills and it may take you weeks or months to achieve this goal.A good resume is very important for any job seeker. It will reflect your character and show that you are ready to do the job you are applying for. These days, employers have become much more fickle with hiring staff.With new technologies taking over from older methods of doing things, employers are being more aware of the fact that you are going to need to show them that you have the ability to work efficiently and in a timely manner. Therefore, when applying for a job, a resume is usually the first thing they look at.People often feel that they don't have the time or the skills required to get a job but if you are prepared with the right skills and have a good resume writing service in Washington DC, there is no doubt you are going t o land yourself a great job. Having a great resume is one of the most important factors in getting a job.Resume writing service companies understand that writing a good resume is not an easy thing to do. They understand that once you have finished your writing and sent it off to the job's department, there is a lot more waiting for you.It doesn't mean that you have to wait for a job to come knocking on your door but it can be tempting to just keep on sending off resumes after resumes, hoping that something will eventually come up. It may take several months to get a job, so you may be forgiven for wanting to put off applying until you find a job that suits you best.Unfortunately, this won't do you any good and you will probably end up wasting a lot of time, energy and effort, only to end up having no luck in finding a job. However, if you have a resume writing service in Washington DC, this can all be avoided.

6 Habits That Will Help You Become a Better Leader

6 Habits That Will Help You Become a Better Leader Over the past 25 years, I’ve coached a mix of executives in for profit and not-for-profit companies like Kellogg’s, Monsanto, SoCalGas, Newark City Government, The United Way, IBM, and ATT. I’ve been in board rooms with people fretting about decreases in market share, swirling about regulatory agencies, and agonizing about visions for a tomorrow they don’t quite understand. Along with getting paid to calm their nerves, there are a few common themes I’ve noticed that keep popping up that are helpful for everyone, from the C-Suite to the junior staffers. Sharing is key. When I share my notion about root problems with the CEO and executive team they usually say that I am really sharp. I correct them. My discovery comes from talking to the people who work there, asking questions beyond defined job roles. The first five people lead me to others who lead me to others that lead to the weaving of the real story. Share what you know. People believe that knowledge is power so they tend to hold it close. If the people I speak to would have shared what they knew with each other, they could have come up with a similar conclusion. Brilliance resides where you least expect it. With that in mind, sometimes the executive team is surprised by some of the people I speak with, unaware that insight and understanding reside with people in roles they would not have considered. People in finance, product development and legal affairs have a different understanding about the market than marketing people do. Therefore, keeping in your insulated worlds can limit you at the workplace; find opportunities in other departments to use the breadth of what you can do. Figure out how to innovate. Companies that are market leaders tend to be attached to what brought them to that space, believing that what they had always done would keep them successful and the rules wouldn’t change that much. They get stuck. They don’t know how to look outside of their habits to discover what will make them successful in the future. Everyone at work should keep in mind that the skills, knowledge and talent that got you to where you are won’t necessarily keep you there. Continue to learn and innovate products, services and self. No one is perfect, and that’s a good thing. I once witnessed a CEO and his staff make the decision to outsource equipment fabrication, believing that their success rested on marketing and this action would increase profits. When some core design capabilities became industry standards within a few years, the CEO recognized the mistake and took action, without finger pointing. Getting it wrong is your greatest opportunity to getting it right the next time. Don’t let conformity keep you from taking risks or judiciously speaking your mind. And, if you are wrong, learn from it and move on quickly. Leave your desk. In another company, employees were concerned about changes in regulation and how the company was responding to up and coming competitors’ low cost approach to market. The C-suite believed that brand and legacy would carry them. Over time, price emerged as a more important driver. Senior management could have learned a lot by listening to informal conversation among employees in a relaxed setting. Engage in more at your company than just your office. Join task forces, volunteer at organizations the company supports, do something as simple as go to lunch with a coworker or boss. You never know where concerns and good ideas can be heard and travel upward. Your problem is not what you think it is. The root of a problem is not always obvious. Even if there’s agreement in the boardroom, such cohesion can lead to interfering with something that might not be broken while what is broken gains steam. For example, decreases in market share are not always a marketing problem; sometimes it’s an engineering or fulfillment problem. Look deeper into a problem by talking with your peers across the organization. The extra effort can yield important findings impactful to your organization and you. Helen Rothberg is a professor in the school of management at Marist College. Her book The Perfect Mix: Everything I Know About Leadership I Learned as a Bartender is out now.

Over 50 Midlife Is The PERFECT Time To Start A Franchise - Work It Daily

Over 50 Midlife Is The PERFECT Time To Start A Franchise - Work It Daily 6 Easy Steps To Start Exploring Your Franchising Options: Despite all you may have heard about the barely-out-of-high-school techie crowd in Silicon Valley, the folks most likely to start a franchise are in midlife. Related: 9 Key Questions To Ask Franchisors You read it right! That’s according to a recent study by the Kauffman Foundation and Legal Zoom, which found that, in 2013, 35% of all new businesses were started by people over the age of 50. In fact, people over 50 started businesses at a higher rate than those between the ages of 20 and 34. That’s not really surprising, considering the wealth of experience these seasoned members of the workforce bring to the table, not to mention access to capital and networks. So if you’re one of those folks stagnating in an unsatisfying job or if you’ve been downgraded or downsized by a company in decline, you might want to consider one of the simplest ways to start a new business, a franchise. Franchises have a multitude of advantages over independent businesses, including a network of support, training, and a proven system intended to help people achieve success even though they may have little experience in the field. Opportunities in franchising abound â€"75 industries are represented, and a franchise coach can help get you started with your research. The fastest growing sectors franchising are business to business and consumer services. These areas are perfectly suited to the executive and managerial backgrounds of most of today’s new franchisees â€" much more so than fast food or retail that often come to mind when people think about franchises. 6 Easy Steps To Start Exploring Your Franchising Options: As you assess where you want to start the next stage of your career, you’ll want to conduct a thorough process of due diligence: 1. Assess Your Skills No matter your background, you’ve developed an array of expertise, such as solving customer problems, managing employees and systems, selling yourself, and maybe selling a product or service. Figure out how your skills might transfer to a franchise that captures your interest. 2. Read Up On Franchising Check out the International Franchise Association’s informative website for types of franchises and articles on franchising. Make lists of franchises that best match your skills, experience, and interest. 3. Peruse A Few Franchise Disclosure Documents Franchisors are required by federal law to disclose a great deal of helpful information in these documents, including the backgrounds of their executives, litigation history, as well as a full list of costs associated with purchasing a franchise. You also receive a full list of franchisees (more on this below). Franchisors must write these documents in common English, not legalese, so they’re quite readable. 4. Interview Franchisees Franchisees are your best source of information. You can call these owners, because the franchise companies provide their contact information in the Franchise Disclosure Document. They may be busy, but many franchisees are happy to talk to folks who may be walking the same path they recently traveled. So make an appointment and respect their time. Ask about the franchisor’s system â€"what’s working and what’s not, and find out if, knowing what they know now, they would purchase this franchise again. 5. Talk To Franchisors As you start to narrow your options, call up some franchisors to learn more about their operation. Get a feel for the corporate culture and how well you might fit in. 6. Contact A Franchise Coach A coach can help you navigate your way to franchises that are reputable and have great track records. They have worked with dozens of clients over many years and add another layer of experience to help you make the best selection. And their services generally come free of charge. So take heart, your middle years may be your most productive and profitable yet. Start your exploration of franchise ownership today! This post was originally published at an earlier date. Related Posts Think You’re Ready For A Franchise Discovery Day? Not So Fast Worried About Starting Your Own Business? Try A Franchise The Image Factor In Buying A Business About the author Ready to make your dream of becoming an entrepreneur come true? Get your free evaluation today! Contact Dan Citrenbaum to help you create the career you’ve always wanted. As a business coach, Dan brings years of experience helping people select and buy a franchise or existing business. You can reach Dan at dcitrenbaum@gmail.com or at (484) 278-5489.   Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!