The document outlines an integrated marketing campaign called M.O.R.E. for the City of McAllen. It analyzes McAllen's strengths, weaknesses, opportunities and threats. It identifies target markets such as Mexican shoppers, businesses, winter Texans, and Valley residents. The campaign's slogan is "McAllen = M.O.R.E" which stands for "McAllen, Opportunities Ready to be Experienced." The campaign will use print, television, online, direct marketing and alternative marketing over two phases to promote McAllen's brand as a city with more opportunities. Success will be measured through various metrics.
The University of Texas-Pan American is forming a partnership called the Educational Programming Interactive Consortium (EPIC) to develop educational video games, tools, and television programming about American history. EPIC will fuse curriculum content with digital technology to improve national test scores on American history and civics. UTPA will lead the development and testing of the materials. Gamescapers, USC, Johns Hopkins University, and PBS will also be involved. The project will focus on immigration as a catalyst in American history. It aims to change how history is taught and inspire students to become producers of educational content.
Observation lab For Stanford Creativity ClassChelse Benham
The document summarizes the author's observations from visiting six different businesses - Payless Shoe Source, GameStop, Cash Advance, Fred Loya Insurance, Sally Beauty Supplies, and GNC. The author notes that the businesses provided a variety of customer experiences and attitudes. GameStop provided an exciting shopping experience while catering to its target demographic. In contrast, Cash Advance had an unfriendly teller and no welcoming atmosphere. Sally Beauty Supplies was busy but well-organized and knew its target customers. GNC demonstrated the strongest branding of the businesses visited.
The Women's Business Center in Edinburg, Texas is hosting an event called "Get Found! – The Online Advertising & Website Optimization Event" on April 10th from 2-5pm. The event will teach business owners how to create effective websites, optimize websites for search engines, and use online advertising. Attendees will learn about website development, search engine optimization, and different online advertising options. Light refreshments will be served and the early registration fee is $59 per person.
TMAC & SBDC at UTPA, in partnership with Virtual Media Mavens, will host a five-hour Mastering Web Marketing workshop on February 4th at UTPA McAllen Teaching Site. The workshop, costing $59 per person including lunch, will cover digital marketing strategies including social media, content creation, analytics and tools for platforms like Facebook, Twitter, WordPress and more. Participants will learn how to set up online marketing campaigns and measure their effectiveness.
The office of social media aids awareness day media stunt project communicati...Chelse Benham
The Office of Social Media at the University of Texas-Pan American proposes creating a giant Facebook "Like" button sign made of inflated condoms on campus for World AIDS Day to generate attention. The event would involve students and community members helping to build the sign and release balloons with personal stories. A candlelight vigil and performances are also planned. The goal is to set a world record, raise AIDS awareness, and promote the university's social media pages and brand. A communication plan outlines stakeholders to engage, teams to coordinate logistics and media coverage, and risks to mitigate like lack of participation or resources.
The document provides an integrated marketing plan for the City of McAllen. It begins with an analysis of McAllen's economy, noting a long-term decline. It then defines McAllen's product as creating a desirable place to live, work and do business. A SWOT analysis identifies strengths like low costs but also weaknesses such as lack of transportation infrastructure. The plan positions McAllen as having more retail, activities and opportunities than other Valley cities. It outlines communication strategies targeting various demographics and promoting the brand of "McAllen has MORE." The multi-phase launch strategy includes advertising, public relations and promotions through various media. Success will be measured by increased tax receipts, tourism and positive resident feedback.
Television Program Development - Charting New PathsChelse Benham
The document proposes the development of original television programming by the University to increase awareness of the University and elevate its image. It establishes the need for a new Office of Television Program Development and Special Projects to create original programming. The office would seek funding through grants and partnerships to produce educational programming that highlights the University's expertise while providing fair representation of the local Hispanic population. The goal is to establish the University as a leader in Hispanic programming through a self-sustaining model within 5 years.
The document outlines an integrated marketing campaign called M.O.R.E. for the City of McAllen. It analyzes McAllen's strengths, weaknesses, opportunities and threats. It identifies target markets such as Mexican shoppers, businesses, winter Texans, and Valley residents. The campaign's slogan is "McAllen = M.O.R.E" which stands for "McAllen, Opportunities Ready to be Experienced." The campaign will use print, television, online, direct marketing and alternative marketing over two phases to promote McAllen's brand as a city with more opportunities. Success will be measured through various metrics.
The University of Texas-Pan American is forming a partnership called the Educational Programming Interactive Consortium (EPIC) to develop educational video games, tools, and television programming about American history. EPIC will fuse curriculum content with digital technology to improve national test scores on American history and civics. UTPA will lead the development and testing of the materials. Gamescapers, USC, Johns Hopkins University, and PBS will also be involved. The project will focus on immigration as a catalyst in American history. It aims to change how history is taught and inspire students to become producers of educational content.
Observation lab For Stanford Creativity ClassChelse Benham
The document summarizes the author's observations from visiting six different businesses - Payless Shoe Source, GameStop, Cash Advance, Fred Loya Insurance, Sally Beauty Supplies, and GNC. The author notes that the businesses provided a variety of customer experiences and attitudes. GameStop provided an exciting shopping experience while catering to its target demographic. In contrast, Cash Advance had an unfriendly teller and no welcoming atmosphere. Sally Beauty Supplies was busy but well-organized and knew its target customers. GNC demonstrated the strongest branding of the businesses visited.
The Women's Business Center in Edinburg, Texas is hosting an event called "Get Found! – The Online Advertising & Website Optimization Event" on April 10th from 2-5pm. The event will teach business owners how to create effective websites, optimize websites for search engines, and use online advertising. Attendees will learn about website development, search engine optimization, and different online advertising options. Light refreshments will be served and the early registration fee is $59 per person.
TMAC & SBDC at UTPA, in partnership with Virtual Media Mavens, will host a five-hour Mastering Web Marketing workshop on February 4th at UTPA McAllen Teaching Site. The workshop, costing $59 per person including lunch, will cover digital marketing strategies including social media, content creation, analytics and tools for platforms like Facebook, Twitter, WordPress and more. Participants will learn how to set up online marketing campaigns and measure their effectiveness.
The office of social media aids awareness day media stunt project communicati...Chelse Benham
The Office of Social Media at the University of Texas-Pan American proposes creating a giant Facebook "Like" button sign made of inflated condoms on campus for World AIDS Day to generate attention. The event would involve students and community members helping to build the sign and release balloons with personal stories. A candlelight vigil and performances are also planned. The goal is to set a world record, raise AIDS awareness, and promote the university's social media pages and brand. A communication plan outlines stakeholders to engage, teams to coordinate logistics and media coverage, and risks to mitigate like lack of participation or resources.
The document provides an integrated marketing plan for the City of McAllen. It begins with an analysis of McAllen's economy, noting a long-term decline. It then defines McAllen's product as creating a desirable place to live, work and do business. A SWOT analysis identifies strengths like low costs but also weaknesses such as lack of transportation infrastructure. The plan positions McAllen as having more retail, activities and opportunities than other Valley cities. It outlines communication strategies targeting various demographics and promoting the brand of "McAllen has MORE." The multi-phase launch strategy includes advertising, public relations and promotions through various media. Success will be measured by increased tax receipts, tourism and positive resident feedback.
Television Program Development - Charting New PathsChelse Benham
The document proposes the development of original television programming by the University to increase awareness of the University and elevate its image. It establishes the need for a new Office of Television Program Development and Special Projects to create original programming. The office would seek funding through grants and partnerships to produce educational programming that highlights the University's expertise while providing fair representation of the local Hispanic population. The goal is to establish the University as a leader in Hispanic programming through a self-sustaining model within 5 years.
Sentient synthetic systen and the consciousness byproduct as examined in mind...Chelse Benham
This document provides an analysis of synthetic sentient systems and the potential for consciousness as a byproduct, as explored in the science fiction works Mindscan and Blade Runner. It examines the criteria for sentience, including self-awareness, intelligence, and consciousness. It discusses how the works evaluate whether highly advanced artificial systems could achieve a level of sentience comparable to humans, and what rights or status such systems should be afforded. The document also explores philosophical concepts of consciousness, the soul, and their implications for defining personhood.
The author reminisces about the daily coffee ritual at their workplace that brought people together from different offices. This ritual provided an important social and networking function. Research shows that informal socializing at work, like at water coolers, leads to relationship building and information sharing that increases workplace productivity and efficiency. While socializing is beneficial, it needs to be balanced with getting work done and avoiding creating cliques or gossip. When used constructively, informal social interactions at work can improve both the work environment and business outcomes.
Researchers have found that people are not always risk-averse and are willing to take risks if they perceive it as appropriate. However, most people will reject a fair gamble involving a large asset. While some people prefer risk, others avoid it due to a fear of loss and "decision regret" from obsessing over what could have been if a different choice was made. Experts suggest managing risk through gaining knowledge in areas like understanding personal biases, statistical probabilities, expert opinions, and potential weaknesses in a situation. Reframing choices and being aware of cognitive biases can also help improve risk-reward decision making.
The document discusses factors that contribute to project success and failure. It summarizes research from the Standish Group that found only 16.2% of projects in 1994 were completed on time and on budget, with 84.8% failing. More recent data from 2000 showed improvement to a 28% success rate. The top 10 factors identified by the Standish Group that cause project failure are listed, including incomplete requirements, lack of user involvement, and unrealistic expectations. The document concludes with areas that affect project success, such as clearly defined goals, top management support, and user involvement.
The document discusses the importance of being proactive rather than reactive. It provides quotes from Theodore Roosevelt about daring to take risks and quotes from Stephen Covey about not letting others define you. The document contrasts reactive language like "I can't" with proactive language like "I choose" and argues that being proactive means focusing your efforts on things you can control like yourself rather than feeling victimized by outside forces. It emphasizes the importance of improving yourself through self-awareness and evaluating your own self-worth.
The Pygmalion effect, also known as the self-fulfilling prophecy, refers to the phenomenon where higher expectations lead to increased performance in line with those expectations. This effect stems from a Greek myth where a sculptor brings his sculpture of a woman to life through his powerful belief in his own creation. Modern research shows that positive expectations are communicated through cues and influence a person's behavior, resulting in the original expectation becoming true. As managers, cultivating positive expectations of employees through fairness, challenging work, autonomy, recognition, and integrity can boost performance in line with the Pygmalion effect. However, individuals also influence their own expectations through proactive language and a belief in their own self-worth rather than pass
This document discusses emotional intelligence (EI), which refers to one's ability to understand and manage emotions. It was introduced in the early 1990s by psychologists who studied how EI affects interactions and career success. The document outlines five key aspects of EI: self-awareness, mood management, self-motivation, empathy, and managing relationships. Developing strong EI requires continuous effort through coaching and feedback to gain self-awareness and control over one's emotions. Research shows people with high EI have greater problem-solving skills and career success.
Dr. Blandina Cárdenas addressed the Student Government Association about the importance of feedback from students. She instructed students to set obtainable goals and said the administration would listen to student needs and concerns. Cárdenas emphasized that feedback is essential for organizations to improve, as taught by management expert W. Edwards Deming. Deming developed statistical process control to monitor consistency and diagnose manufacturing problems. His teachings helped transform Japanese manufacturing after World War II. Deming stressed the importance of continuous feedback from frontline employees to identify issues not apparent to management.
Workplace wieght is your office making you fatChelse Benham
1) Many office workers face weight gain and health issues due to sedentary lifestyles at work where they sit for long hours with little physical activity and often eat unhealthy snacks and fast food. 2) Experts recommend simple ways to incorporate movement into the workday, such as taking walking breaks or walking to meetings, in order to meet daily activity goals. 3) Maintaining a healthy lifestyle with regular exercise can significantly reduce health risks and result in improved mood, job satisfaction, and lower healthcare costs.
Women can spark change in the workplace by forming support groups to address shared challenges. Support groups provide mentoring, networking, skill-building and a sense of community. This helps women obtain career advancement, promotions and financial equality. One example is a group called Women's Athletic Fundraisers that raised money and promoted women's athletics at a university, positively changing facilities. Creating workplace support groups allows women to maximize their success through collaboration and building relationships.
1) The document discusses strategies for negotiating salary, including researching typical salaries for the role and location, avoiding stating a desired salary amount, and documenting your accomplishments and increased responsibilities to justify a raise or promotion.
2) It provides tips for salary negotiation meetings such as having a minimum salary in mind, letting the employer make the first offer, and responding to salary questions without stating an amount.
3) The document emphasizes the importance of preparing well in advance by researching market salaries and documenting your contributions and expanded role in order to make a strong case for a higher compensation.
Office politics is an inevitable part of organizational life that can have both positive and negative consequences. While conflict between employees consumes a significant portion of managers' time and company resources, some level of strategic information sharing and negotiation is necessary for effective decision-making. Managers should aim to minimize personality conflicts, gossip and short-term thinking that fuel negative politicking by emphasizing integrity, teamwork, open communication and reasonable workloads. They can also address office sabotage directly through seeking counsel, confronting issues privately, and inoculating themselves against unfair criticism. The prudent approach is to play office politics in a way that maintains good relationships and achieves results.
Negotiating wisely for a positive outcomeChelse Benham
The document discusses effective negotiating strategies. It recommends using principled negotiation, which involves separating people from problems, focusing on interests rather than positions, generating options before deciding, and basing agreements on objective standards. It also discusses common negotiating mistakes made by women, such as not recognizing opportunities to negotiate, difficulty saying no, and negotiating less for themselves. Effective negotiation involves preparation, understanding the process, focusing on objective criteria, and using one's strengths sincerely.
Mistakes are an inevitable part of life and learning. When mistakes are made, it is important to take responsibility by sincerely apologizing, making amends if possible, and learning from the experience. Sources provide tips for dealing with mistakes, such as putting the incident in perspective, focusing on areas of strength, and communicating authenticity and willingness to learn. It is also important to forgive oneself and move forward in a positive manner.
The document discusses what makes a great manager. It outlines that managers provide crucial organization and ensure their teams perform optimally. However, many "green" managers are put into roles without proper training. Good managers are described as having characteristics like being detail-oriented, having strong problem-solving and communication skills, and being able to organize effectively. While initiative and drive can help one advance, managing people requires different skills than self-management. The document also discusses the differences between managing and leading, and identifies some common management mistakes to avoid, such as not delegating, managing by fear, being overly friendly, and not implementing proper systems or training teams.
The document discusses the issue of gossip in the workplace and provides strategies for both dealing with being the target of gossip and preventing gossip from spreading. It defines gossip and discusses how although it can help bond coworkers and spread information, it often distorts or embellishes information and can target individuals. The document then provides tips for managers to prevent gossip from spreading maliciously, for individuals to refrain from bad gossip, and for employees who are targets of gossip to address it in a constructive manner rather than retaliate.
This document provides guidance on how to give an effective toast. It discusses the history and etiquette of toasts, emphasizing that a toast should be short and sincere, focusing on honoring the person or event being toasted. Several examples of short toasts for different occasions are also provided. The key points are to practice your toast beforehand, keep it brief, maintain eye contact and a positive tone, and make sure not to offend anyone.
Ditch your verbal crutch for clearer communicationChelse Benham
The document discusses verbal crutches like fillers, hedges and qualifiers that people use when speaking to hold thoughts or fill pauses but don't add meaning. It provides tips from experts on how to identify and eliminate unnecessary words to communicate more clearly, including recording yourself, pausing instead of filling silence, and getting feedback from others. Young people especially rely on verbal crutches, but can learn to vary their speech depending on the context and audience. Developing strong articulation, inflection, and vocabulary allows people to express themselves powerfully without extra words weakening the message.
The document provides guidance on writing effective cover letters. It emphasizes that cover letters are important for introducing yourself and qualifications to potential employers. Key points covered include keeping the letter concise, focusing on the employer's needs, customizing each letter, and using a bullet-point format to highlight relevant qualifications and experience that match the job description. The overall message is that cover letters are an opportunity to make a strong first impression and differentiate yourself from other candidates.
The document provides advice for advancing one's career, including taking stock of your current position, deciding whether to move up to a higher level of management, modifying habits and attitudes to focus more on strategy and people management rather than details, negotiating effectively by making your value visible, self-promoting your accomplishments, developing leadership skills through taking on projects, setting goals and milestones, expanding your skills and network through public speaking and maintaining contacts.
Sentient synthetic systen and the consciousness byproduct as examined in mind...Chelse Benham
This document provides an analysis of synthetic sentient systems and the potential for consciousness as a byproduct, as explored in the science fiction works Mindscan and Blade Runner. It examines the criteria for sentience, including self-awareness, intelligence, and consciousness. It discusses how the works evaluate whether highly advanced artificial systems could achieve a level of sentience comparable to humans, and what rights or status such systems should be afforded. The document also explores philosophical concepts of consciousness, the soul, and their implications for defining personhood.
The author reminisces about the daily coffee ritual at their workplace that brought people together from different offices. This ritual provided an important social and networking function. Research shows that informal socializing at work, like at water coolers, leads to relationship building and information sharing that increases workplace productivity and efficiency. While socializing is beneficial, it needs to be balanced with getting work done and avoiding creating cliques or gossip. When used constructively, informal social interactions at work can improve both the work environment and business outcomes.
Researchers have found that people are not always risk-averse and are willing to take risks if they perceive it as appropriate. However, most people will reject a fair gamble involving a large asset. While some people prefer risk, others avoid it due to a fear of loss and "decision regret" from obsessing over what could have been if a different choice was made. Experts suggest managing risk through gaining knowledge in areas like understanding personal biases, statistical probabilities, expert opinions, and potential weaknesses in a situation. Reframing choices and being aware of cognitive biases can also help improve risk-reward decision making.
The document discusses factors that contribute to project success and failure. It summarizes research from the Standish Group that found only 16.2% of projects in 1994 were completed on time and on budget, with 84.8% failing. More recent data from 2000 showed improvement to a 28% success rate. The top 10 factors identified by the Standish Group that cause project failure are listed, including incomplete requirements, lack of user involvement, and unrealistic expectations. The document concludes with areas that affect project success, such as clearly defined goals, top management support, and user involvement.
The document discusses the importance of being proactive rather than reactive. It provides quotes from Theodore Roosevelt about daring to take risks and quotes from Stephen Covey about not letting others define you. The document contrasts reactive language like "I can't" with proactive language like "I choose" and argues that being proactive means focusing your efforts on things you can control like yourself rather than feeling victimized by outside forces. It emphasizes the importance of improving yourself through self-awareness and evaluating your own self-worth.
The Pygmalion effect, also known as the self-fulfilling prophecy, refers to the phenomenon where higher expectations lead to increased performance in line with those expectations. This effect stems from a Greek myth where a sculptor brings his sculpture of a woman to life through his powerful belief in his own creation. Modern research shows that positive expectations are communicated through cues and influence a person's behavior, resulting in the original expectation becoming true. As managers, cultivating positive expectations of employees through fairness, challenging work, autonomy, recognition, and integrity can boost performance in line with the Pygmalion effect. However, individuals also influence their own expectations through proactive language and a belief in their own self-worth rather than pass
This document discusses emotional intelligence (EI), which refers to one's ability to understand and manage emotions. It was introduced in the early 1990s by psychologists who studied how EI affects interactions and career success. The document outlines five key aspects of EI: self-awareness, mood management, self-motivation, empathy, and managing relationships. Developing strong EI requires continuous effort through coaching and feedback to gain self-awareness and control over one's emotions. Research shows people with high EI have greater problem-solving skills and career success.
Dr. Blandina Cárdenas addressed the Student Government Association about the importance of feedback from students. She instructed students to set obtainable goals and said the administration would listen to student needs and concerns. Cárdenas emphasized that feedback is essential for organizations to improve, as taught by management expert W. Edwards Deming. Deming developed statistical process control to monitor consistency and diagnose manufacturing problems. His teachings helped transform Japanese manufacturing after World War II. Deming stressed the importance of continuous feedback from frontline employees to identify issues not apparent to management.
Workplace wieght is your office making you fatChelse Benham
1) Many office workers face weight gain and health issues due to sedentary lifestyles at work where they sit for long hours with little physical activity and often eat unhealthy snacks and fast food. 2) Experts recommend simple ways to incorporate movement into the workday, such as taking walking breaks or walking to meetings, in order to meet daily activity goals. 3) Maintaining a healthy lifestyle with regular exercise can significantly reduce health risks and result in improved mood, job satisfaction, and lower healthcare costs.
Women can spark change in the workplace by forming support groups to address shared challenges. Support groups provide mentoring, networking, skill-building and a sense of community. This helps women obtain career advancement, promotions and financial equality. One example is a group called Women's Athletic Fundraisers that raised money and promoted women's athletics at a university, positively changing facilities. Creating workplace support groups allows women to maximize their success through collaboration and building relationships.
1) The document discusses strategies for negotiating salary, including researching typical salaries for the role and location, avoiding stating a desired salary amount, and documenting your accomplishments and increased responsibilities to justify a raise or promotion.
2) It provides tips for salary negotiation meetings such as having a minimum salary in mind, letting the employer make the first offer, and responding to salary questions without stating an amount.
3) The document emphasizes the importance of preparing well in advance by researching market salaries and documenting your contributions and expanded role in order to make a strong case for a higher compensation.
Office politics is an inevitable part of organizational life that can have both positive and negative consequences. While conflict between employees consumes a significant portion of managers' time and company resources, some level of strategic information sharing and negotiation is necessary for effective decision-making. Managers should aim to minimize personality conflicts, gossip and short-term thinking that fuel negative politicking by emphasizing integrity, teamwork, open communication and reasonable workloads. They can also address office sabotage directly through seeking counsel, confronting issues privately, and inoculating themselves against unfair criticism. The prudent approach is to play office politics in a way that maintains good relationships and achieves results.
Negotiating wisely for a positive outcomeChelse Benham
The document discusses effective negotiating strategies. It recommends using principled negotiation, which involves separating people from problems, focusing on interests rather than positions, generating options before deciding, and basing agreements on objective standards. It also discusses common negotiating mistakes made by women, such as not recognizing opportunities to negotiate, difficulty saying no, and negotiating less for themselves. Effective negotiation involves preparation, understanding the process, focusing on objective criteria, and using one's strengths sincerely.
Mistakes are an inevitable part of life and learning. When mistakes are made, it is important to take responsibility by sincerely apologizing, making amends if possible, and learning from the experience. Sources provide tips for dealing with mistakes, such as putting the incident in perspective, focusing on areas of strength, and communicating authenticity and willingness to learn. It is also important to forgive oneself and move forward in a positive manner.
The document discusses what makes a great manager. It outlines that managers provide crucial organization and ensure their teams perform optimally. However, many "green" managers are put into roles without proper training. Good managers are described as having characteristics like being detail-oriented, having strong problem-solving and communication skills, and being able to organize effectively. While initiative and drive can help one advance, managing people requires different skills than self-management. The document also discusses the differences between managing and leading, and identifies some common management mistakes to avoid, such as not delegating, managing by fear, being overly friendly, and not implementing proper systems or training teams.
The document discusses the issue of gossip in the workplace and provides strategies for both dealing with being the target of gossip and preventing gossip from spreading. It defines gossip and discusses how although it can help bond coworkers and spread information, it often distorts or embellishes information and can target individuals. The document then provides tips for managers to prevent gossip from spreading maliciously, for individuals to refrain from bad gossip, and for employees who are targets of gossip to address it in a constructive manner rather than retaliate.
This document provides guidance on how to give an effective toast. It discusses the history and etiquette of toasts, emphasizing that a toast should be short and sincere, focusing on honoring the person or event being toasted. Several examples of short toasts for different occasions are also provided. The key points are to practice your toast beforehand, keep it brief, maintain eye contact and a positive tone, and make sure not to offend anyone.
Ditch your verbal crutch for clearer communicationChelse Benham
The document discusses verbal crutches like fillers, hedges and qualifiers that people use when speaking to hold thoughts or fill pauses but don't add meaning. It provides tips from experts on how to identify and eliminate unnecessary words to communicate more clearly, including recording yourself, pausing instead of filling silence, and getting feedback from others. Young people especially rely on verbal crutches, but can learn to vary their speech depending on the context and audience. Developing strong articulation, inflection, and vocabulary allows people to express themselves powerfully without extra words weakening the message.
The document provides guidance on writing effective cover letters. It emphasizes that cover letters are important for introducing yourself and qualifications to potential employers. Key points covered include keeping the letter concise, focusing on the employer's needs, customizing each letter, and using a bullet-point format to highlight relevant qualifications and experience that match the job description. The overall message is that cover letters are an opportunity to make a strong first impression and differentiate yourself from other candidates.
The document provides advice for advancing one's career, including taking stock of your current position, deciding whether to move up to a higher level of management, modifying habits and attitudes to focus more on strategy and people management rather than details, negotiating effectively by making your value visible, self-promoting your accomplishments, developing leadership skills through taking on projects, setting goals and milestones, expanding your skills and network through public speaking and maintaining contacts.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
MISS TEEN GONDA 2024 - WINNER ABHA VISHWAKARMADK PAGEANT
Abha Vishwakarma, a rising star from Uttar Pradesh, has been selected as the victor from Gonda for Miss High Schooler India 2024. She is a glad representative of India, having won the title through her commitment and efforts in different talent competitions conducted by DK Exhibition, where she was crowned Miss Gonda 2024.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
1. Self-Promotion to Professional Success
By Chelse Benham
“Life is not easy for any of us. But what of that? We must have perseverance and
above all confidence in ourselves. We must believe that we are gifted for
something and that this thing must be attained.” – Marie Curie, Polish-French
chemist
The U.S. Department of Labor reported that the current unemployment rate in the
United States is 5.7 percent. Although, there were increases in certain sectors of
the workforce such as construction, retail trade, health care and social assistance
there are also an estimated 8.4 million unemployed people in America today.
Because of the staggering numbers of people competing in the job market,
applying the latest techniques for self promotion is a sensible decision. Self-
promotion is a crucial element to your success in finding a job, moving up to a
better one and negotiating a raise.
“People have overcome the mentality of self-censure that prevents self-
promotion. First they need to have a clear career direction on what they want the
outcome to be when marketing themselves,” said Lourdes Servantes,
placement specialist at The University of Texas-Pan American’s Career
Placement Services Office. “Know the importance of networking and how to
do it effectively by joining professional organizations. Basically, it all comes down
how you carry yourself and this means how you speak, dress and what you have
to say on issues relevant to the job. People want to know how you have
integrated into your work environment and the accomplishments you have made,
not your job description and daily tasks. The more well-rounded you make
yourself the more marketable you are.”
Pat Kendall, president of the National Resume Writers' Association, notes that
more than 80 percent of resumes are searched for job-specific keywords. And
according to Tracy Laswell Williams, certified job and career transition coach and
accredited resume writer, knowing that resumes are being differentiated on the
basis of specific keywords can give you an edge in the market place.
In an interview on Quintessential Careers Web site, Williams said, "It has been
my experience that many people (especially busy, overworked recruiters and
hiring managers) have a hard time summarizing information on their own.
Without a focused and persuasive summary at the beginning of your resume,
you're missing a great opportunity to sell yourself by leaving it to the reader to
form an overall impression of your qualifications."
Katharine Hansen, author and editor of Quintessential Careers, writes in her
article “For Job-Hunting Success: Track and Leverage Your Accomplishments”
about the necessity of stressing your accomplishments not your responsibilities
2. during any self-promoting activity whether it is interviewing, annual review or
promotion.
Echoing that sentiment, resume writer JoAnn Nix recently gave this advice in an
interview on the Guru.com Web site: "A resume should be accomplishment-
oriented, not responsibility-driven. The biggest mistake that I see in the resumes
people send me is that they list responsibilities. That doesn't grab anybody's
attention. People aren't interested in your responsibilities. They already know the
general responsibilities of a position so they don't want to know what you do from
day to day. They want to know that you're a mover and a shaker: How you
contribute to the organization, how you show initiative, that you can be a key
player. That's what they want to see."
For example Nix suggests that in less than two sentences you should focus on
the scope of your responsibilities, size of budget, geographic territory, the
number of team members you led or were a part of, product lines and reporting
relationship relevant to each of your roles.
Bottom line, if a job activity cannot be portrayed as an accomplishment, it may
not be worthy of mention in your resume, cover letter or in an interview advices
Nix.
Hansen offers some brainstorming techniques to use to help list some
accomplishments that set you apart from other job candidates.
• In each job, what special things did you do to set yourself apart? How did
you do the job better than anyone else did or than anyone else could have
done?
• What did you do to make each job your own?
• How did you take the initiative? How did you go above and beyond what
was asked of you in your job description?
• What special things did you do to impress your boss so that you might be
promoted?
• And were you promoted? Rapid and/or frequent promotions can be
especially noteworthy.
• How did you leave your employers better off than before you worked for
them?
• Did you win any awards, such as Employee of the Month honors?
• What are you most proud of in each job?
• Is there material you can use from your annual performance reviews? Did
you consistently receive high ratings? Any glowing quotes you can use
from former employers?
• Have you received any complimentary memos or letters from employers
or customers?
3. • What tangible evidence do you have of accomplishments -- publications
you've produced, products you've developed, software applications you've
written?
• Think of the "PEP Formula," Profitability, Efficiency and Productivity. How
did you contribute to profitability, such as through sales increase
percentages? How did you contribute to efficiency, such as through cost
reduction percentages? How did you contribute to productivity, such as
through successfully motivating your team? Quantify. Employers love
numbers. Examples:
o Increased sales by 50 percent over the previous year.
o Produced total meal sales 20 percent higher than those of the other
servers in the restaurant.
• Use superlatives. As Donald Asher notes in his excellent resume
reference for college students, “From College to Career,” you can impress
employers with words such as "first," "only," "best," "most" and "highest."
• Describe a Situation or Problem that existed in a given job, tell what action
you took to fix the situation or problem, and what the result was.
Bob Rosner, contributing reporter for ABCNews.com offers some keys things to
keep in mind when promoting yourself. In his Web site article “Working
Wounded,” Rosner suggests the following things to evaluate:
Do you keep track of your own strengths and accomplishments?
Most of us are just trying to survive our to-do lists. Who’s got the time or
energy to compile lists of our accomplishments as well? A way around that
is to let others create the list for you. Just keep a file of letters, e-mails,
annual reviews, notes from bosses and others and other proofs that you’re
doing a good job. Then your accomplishments testimonial will be ready
when you need it.
Do you target your information to your audiences? Self-promotion is
irksome when the promoter is doing what is referred to as an “ego dump”
— listing accomplishments that are irrelevant to the situation. That’s
altogether different from reciting accomplishments pertinent to the
occasion. Citing relevant successes to your boss during a review, to a
meeting when you are pressing a point or to a prospective employer is not
only acceptable, it’s strategic.
Do you find excuses to stay in contact? Smart promoters find excuses
to “touch base” by sending or calling contacts about things they might find
useful: a newspaper article, a bit of information, an item on the Internet. At
the same time they briefly fill the person in on something they’ve been
working on.
Do you give others a chance to help? My wife is a writer and her most
lucrative project came when I mentioned her career in passing to a person
I was working with. Once he knew of her accomplishments he was eager
to use her services. There’s a lesson there for us all: The more you keep
colleagues, clients, vendors, friends and family informed about what you
are doing, the more they can help you find that next opportunity. The key
4. word here is “informed.” You don’t have to brag about your activities —
merely talk about them at appropriate times.
Tory Johnson, CEO of Women for Hire and co-author (with Robyn Spizman and
Lindsey Pollak) of Women for Hire: The Ultimate Guide to Getting a Job,
indicates that women may have the hardest time promoting themselves.
According to Johnson there are many negative connotations about self-
promotion such as being considered conceited a show-off, a braggart or
egotistical. All of these according to Johnson keep most people, especially
women, from feeling comfortable and confident when talking about themselves.
She offers some suggestions for handling self-promotion in a confident manner.
• One way to never be caught off guard is to always be prepared with
a mini pitch about yourself. The more you say it and the more you
practice it, the more confident you'll feel about delivering it.
• When there are many highly qualified candidates vying for the
same positions, it often comes down to attitude. The candidate with
the best outlook, the most positive personality and the more
passion for the position usually gets the job.
• Your self-promotion should never include any negatives. Keep all
professional conversations positive and proactive. Leave the
baggage behind.
Healthy self-promotion is a necessary part of the survival strategies to get ahead
in the professional arena. Who is going to toot your horn if it’s not you? Although
self-promotion can border on the arrogant, if properly handled with sincerity and
confidence, it can open the door to success. It takes an understanding of your
strengths and a willingness to share those with others in an appropriate and
relevant manner. It’s all in the presentation.
“Self-confidence is the result of a successfully survived risk.” – Jack Gibb, author