The languages of appreciation A tool for growing soft skills

The languages of appreciation A tool for growing soft skillsThe languages of appreciation A tool for growing soft skillsHistorically, high-level business and organizational leaders have been taught to focus on the hard metrics of business financial statements, market share, increasing productivity and reducing expenses to maximize profits and shareholder value. These all are important aspects to monitor, to ensure the business is profitable and sustainable.Similarly, engineers, computer programmers and others who work in high-tech industries most often associated with Silicon Valley are trained, focused on, and rewarded for producing results. And these high-tech companies are known to offer competitive financial rewards and recognition programs to motivate and encourage employees to keep delivering high-quality work.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraThe hard skills of technical a bilities, accounting, and financial analysis are primarily acquired through education, on-the-job training, and certificate programs. These skills are definable, quantifiable and easy to evaluate.To some extent, these approaches focusing on production and financial results have been effective in the short-term.But as many corporations and dot-com businesses have been experiencing in the past few years if attention and training arent focused on the soft skills in the workplace, major problems follow. Consider the recent chinks in the armor exposed in the work cultures at Google, Uber, and major media companies, to cite a few.These soft skills are the interpersonal or people skills needed to help an organizationofpeoplework together to achieve the organizations goals. Communication skills, conflict resolution, influence and leadership, working collaboratively, and being able to show your employees you value them are all examples of core soft skills. They are harder to define and me asure (hence, the label soft skills), but they are no less important because they are key factors in creating healthy workplace cultures and effective collaborative relationships. Until recently, they have rarely been taught in classroom settings or on the job through coaching.Traditional reward and recognition programs have typically focused on quality and volume of work delivered, but what has been missing is appreciating employees asindividuals,both for the quality of the work they deliverandfor the values and attitudes they demonstrate while carrying out their work.The deficiency in soft skills among managers may be attributed largely to work cultures which emphasize competitiveness, innovation, and above allresults. An overemphasis purely focused on results obtained (primarily financial results) leads executives, managers, and supervisors down the path which culminates in treating employees solely as resources to be used to reach the leaders goals. Employees become production u nits and cease to be valued as people.Languages of Appreciation as a Tool to Build Soft SkillsThe 5 languages of appreciation have been shown to be aneffective,structured approach to develop and improve soft skillsthat appeal to leaders across a wide range of industries and work settings. The languages of appreciation are a tool that can be used by any employee, regardless of seniority level and independent of leadership or management roles.The 5 Languages of Appreciation in the Workplacehighlights the need to value employees as whole individuals. urAppreciation at Worktraining process uses the 5 Languages of Appreciation principles to create a culture of appreciation in the workplace that can yield increased levels of employee engagement, job satisfaction, and numerous other positive effects for the employees, the company, and customers.CombiningThe 5 Languages of Appreciation in the Workplaceand theMotivating by Appreciation Inventory(MBA Inventory) creates a useful and straightfo rward framework that can be used by anyone regardless of their experience level with soft skills. The 5 languages of appreciation address the how-to elements of creating a culture of appreciation and covers topics related to authenticity and frequency, and provides examples for each of the five appreciation languages. The results of each employeesMBA Inventorywill show how each individual desires to be shown appreciation, guiding you in how to effectively communicate appreciation to them.ConclusionBusiness and financial managers, and high-tech occupations are often motivated by interesting and challenging problems to solve, and goals to achieve. Focusing solely on achieving goals, however, leads to a tendency to treat employees primarily as resources to get tasks done. This often leads to a culture where employees feel used and taken advantage of.When the 5 Languages of Appreciation are used as a tool to communicate how leaders value their employees on a regular basis, in everyday w ork situations, and across all responsibility levels, empathy for others develops and a foundation of important soft skills begin to be built.People, both colleagues, direct reports and managers, want to be valued for the contributions they make. Unfortunately, most team members actuallydontfeel appreciated. But very little is required to make a difference and communicate appreciation in the various ways individuals desire. Learning what form of appreciation your colleagues prefer isnt hard. And once you know what they like, a little appreciation goes a long way to encourage those around you.This article first appeared in the Appreciation at Work.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong peo ple

How to Become a Journalist

How to Become a JournalistHow to Become a JournalistJournalism is, in most respects, the backbone of the media industry. Therefore many media jobs require some aspect of journalism. The type of writing a journalist does depend largely on the subject they cover. Another thing which affects a journalists job is the outlet they produce news for TV, the Internet, a newspaper, etc. That being said, a traditional journalist reports the news. What does that mean? Well, it can mean various things. The standard image of a journalist and one often portrayed in ?movies is of someone working a beat for a newspaper and finding stories. Which begs the question What is a beat? Working a Beat A beat is a media term for the area, or topic, a journalist covers. So a beat could be anything from local crime, to national news to Hollywood movies. Beats can be very specific, or broader, depending on the kind of publication youre working for. A mid-size daily newspaper, for example, will have reporters covering everything from local police goings-on to local sports. Why You Need a Beat A journalists job is to report the news. To find the news, you need to understand the subject matter and the people youre writing about. Lets say youre working a crime beat for a newspaper in Chicago. One morning the police report that theres been a murder in a posh neighborhood of the city. Now, in order to write about that murder, you need to know whats been going on in the city. Is this an isolated incident? Was there a similar crime two weeks ago? Two years ago? People always discuss the five pillars of journalism or the Five Ws - who, what, where, when and why - and, the why, section can only be filled out by someone with a hintergrund and knowledge of their beat. If, for example, you were asked to write about the aforementioned murder in Chicago, and didnt know anything about the city or the recent criminal activity there, you wouldnt be able to cover the story in the best way. Because lets face it, the story is very different if its a random act instead of a potential sign of a crime spree or, lets say, a serial murderer. Developing Sources The other big reason journalists work beats, aside from developing a deep knowledge of the subject theyre covering, is to develop sources. Sources are people you talk to report a story. Now some sources are obvious. If we continue with the example of working as a crime reporter in Chicago, you would have regular sources in the police department. Now some would be obvious - you would likely speak to a spokesperson for the department whose job it is to handle reporters (a kind of publicist) - but other contacts might be developed from relations you foster over years of covering a beat. A journalist often refers to their sources - everyone knows the saying, I cant reveal my sources - because these are people they turn to get inside information, or perspective, on a story. Now that bit about revealing sources points to an instance when a journalist gets an important piece of information from a person who does not want their identity revealed. If, for example, youre working on that story about the murder in Chicago and you get information from someone in the police department that the murder looks like it might be the work of a serial killer, that officer might not want his name given out. After all, hes giving you information that might get him in trouble. So, when you write the story about the murder, you wouldnt name your source or reveal his identity to anyone. (If you did reveal his identity, no one would ever want to give you secret information, or information that people in the business refer to as stuff thats off the record.) When a journalist works a beat over time they develop a multitude of sources. This means that they know who to call when something happens and they know the people who will talk to them. A good journalist establishes solid relationships with his sources so he can turn to them to get information. Although people dont always like talking to reporters - especially when the story is about a scandal or something negative - a good journalist will have sources who recognize that there is a positive in getting a story out and getting it out correctly. In other words, a good journalist will develop a respectful relationship with his sources.

How to find and make the most of a recruiter or headhunter

How to find and make the most of a recruiter or headhunterHow to find and make the most of a recruiter or headhunterYou probably know someone who knows someone who landed a great gig by working with a recruiting agency or professional headhunter.Maybe youve picked up the phone to a recruiters call for a reference on one of your former employees or coworkers. Maybe youve considered applying to a job listing through a recruiting agency. But at the end of the day, do you actually know what a recruiting agency is, let alone how to best take advantage of one?Honestly, we werent so aya either. Its a complex and foreign world of negotiation, phone screens, and email blasts so its natural if you feel like avoiding recruiters entirely, but this is also your career on the line. We set out to find out exactly how to use (and make the most of) an all-too-often underutilized resource.What is a headhunter?Headhunters are recruiters for hire. Often they work for an outside agency and are hired by companies (usually the big guys) to find them talent ASAP. The keyword here is ASAP - which is exactly why job searchers often have a negative impression of them. They get paid faster if they make a hire faster, which means they might drop in, ask for your resume, and then professionally ghost you if youre notlage the right fit.Still, theres a benefit to talking to them. For you, working with a headhunter can be a great opportunity because they bring you positions, cutting down on your time spent job hunting. And if youre ultimately hired for one, the company pays the recruiters fees, not you. These for-hire headhunters often also have access to positions that arent posted to the usual job boards, meaning you could beat out the competition early if you are the right person for the job.What is a recruiter (and whats the difference between recruiters and headhunters?)Recruitment agencies - or individual recruiters - are essentially intermediaries between you and tauglichkeit emp loyers slash hiring managers.Recruiters might work for a firm thats hired by companies to help them fill open positions or (maybe mora often) they might work in-house for a single company. Because of this, there are a few positive elements they know the company better than a headhunter would, and theyre also interested in finding candidates who fit with the company culture - which they know well since theyre a part of it.Still, for the sake of how thorough this article is, here are the three types youll most likely encounterCorporate RecruitersThese are in-house recruiters who are tasked with finding talent for the company where they work, and theyre everywhere. Facebook has a whole team of them. Our founder, Lauren McGoodwin, used to work as a corporate recruiter at Hulu. Some recruitment teams even have their own Instagram accounts.Typically, these recruiters will contact you - often through your LinkedIn profile, so make sure its optimized - but you can also reach out directly to a recruiter about a specific position you find on a Careers page or to request an informational interview.If you want to get deep into the corporate recruiting process, our friends at The Muse have some in-depth tips for working with one.Contingency RecruitersOkay, so this is a bit of trick. Contingency recruiter is another word for headhunter, i.e. an independent professional who doesnt work for a specific company but is hired by various teams to find the best talent. Theyre compensated only if and when they find a candidate to fill the role. Just make sure you pick the right agency to work with - but more on that later in our section, How To Find The Right One.Freelance RecruitersLess common than the other two, but worth considering if youre trying to make a living by working for yourself. Freelance recruiters can put you in touch with clients who need contract work. This is especially common in the design and web development industries. In the interest of brevity, we wont go too much into this type of recruiting, but heres a great resource if youre freelancing.Why (or when) should you use a recruiter?Youre Looking in a Specific IndustryThere are some definite advantages to using a recruiter or agency, especially if youre in certain industries. Many companies in the fashion and beauty industries work exclusively with recruiters to hire new talent. The saatkorn goes for many web design, development, and technology jobs.You Dont Have a Strong Personal Network (or Just Want to Better Your Odds)Often, recruiters have contacts at the places youre applying (or in the case of corporate recruiters, theyre actually working for the company already) so chances are they can bump your resume to the top of the pile if they like your style.You Want to Leave It to the ExpertsConsider this too a recruiters blessed with the stellar ability to sell you. Its their job. Were not always our best representatives during a job search (consider any interview you ever botched, an d youll see what we mean), but its in the recruiters best interest to get you the optimal gig, and they do it with great form and style.Youre Moving to a Strange City or New IndustryThen theres the advantage of someone knowing the environment and competition. While I bounced ideas for this article off a close friend, who works in fashion as a Creative Director, she pointed out that it was in her best interest to go through a recruiter when she decided to move from the East to West Coast. I had no idea what companies were working out of Los Angeles beyond two or three big names, and I didnt know many people in my industry working out here, she explained, but my recruiter gave me all sorts of insight about my options, in addition to setting up some interviews. Then I started combing through LinkedIn.Still not sure whether you need one? Watch this in-depth discussion with Lisa Hall, a partner at VonChurch Recruiting to determine whether a recruiter is a good option for you.How to find a recruiter or headhunter for your hiring needsHow to Contact a RecruiterSometimes you know exactly which company you want to work for (some of us are just meant to work at Github or Everlane, you know?). If youre after the environment and work style more than the job title or salary, youre probably primed for reaching out to a corporate recruiter who works in-house at your dream company. Consider optimizing your LinkedIn profile for, and reaching out to, a companys recruiting team via a carefully crafted cold email or LinkedIn message. If you have a few companies in mind, reach out to each of their recruiters as you see fit.How to Find a HeadhunterThe good news is, theyre everywhere. If youre at a point where you have no idea what you want to do exactly, but you know youre ready for a change, try reaching out to a contingency agency in your field (or the field youd like to enter). Chances are theyre aware of some positions you dont even know exist yet - and those positions might b e a perfect match for your hintergrund and goals. You can start by doing some research just by searching terms like Fashion recruiting in Los Angeles or marketing headhunters in Chicago whatever it might be. Just keep your expectations in check - if you understand that its a bit of stretch for a headhunter to come through for you, you wont be disappointed if it doesnt pan out.Bonus How to get (and keep) a recruiters attentionCorporate RecruitersAs we mentioned earlier, corporate recruiters tend to reach out to you and not the other way around, but here are a few ways to up your chances of grabbing their attentionOptimize your LinkedIn profile. We cant say this enough. We know its a headache to navigate the various LinkedIn settings and sections, but its also the social platform that recruiters use most often. Make sure you have a killer LinkedIn summary, that all your information is updated, that youve optimized your skills list for the roles your seeking (see next bullet), and tha t youve requested as many connections in your field as appropriately possible.Include resume keywords you know recruiters love. The keywords you use are completely dependent on your industry, but you can glean some insight by studying job listings that interest you. Update the experience and skills sections on your resume to include terms that a recruiter might be seeking for a specific role. If youre applying for more than one type of job in your industry, create multiple versions of your resume and tailoring them depending on need. And consider these other tips that one Facebook recruiter suggests when optimizing your resume.Treat any phone call like an interview. When a recruiter does reach out via email or phone, take the process very seriously. Their sichtung call may mean the difference between never hearing from the company again and landing your ideal job. Even if you dont fit the open position, a recruiter may go out of their way to find you a place at their company if they like your personality and experience. A friend in the art industry once interviewed with a recruiter for a position at a museum- but they ultimately offer the position to someone in-house. That same recruiter, though, called her in for three more interviews over the next four months until finally, they found her a position that suited her needs and theirs.Contingency RecruitersAsk as many questions of the recruiter as they ask of you. The goal is to find a good fit for your goals and industry, so make sure the recruiter you go with has your best interests in mind during the process by asking them detailed questions. Youre kind of like a rising actor picking the right agent.Dont be afraid to pick their brain. Just like my friend who asked her recruiter for details on companies in Los Angeles, remember that your agency is working for you as much as potential companies. Dont be afraid to ask their advice or suggestions on companies that might be a good fit or how they think you can op timize your resume for their field.Make sure you pick the right recruitment agency for your field. Often recruiting agencies are industry-specific and thats a great thing. No one wants to go through a Walmart-esque staffing agency to find a job. Trust us, it wont be good. If youre unsure what the best recruiting agencies are in your industry try these three tricksStart by talking with people in your network. See if anyone has worked with recruiters in the past.As youre scanning job boards, take note of any positions that look industry that were posted by a particular agency. When you start to see patterns, thats the agency for you.You can also do a Google search and reach out for a screening interview at a firm that looks promising, then browse through their site listings to see if anything appeals to you before contacting them.Final tipsReturn a recruiters calls or emails promptly and please spell check. Even if you dont think the job theyre pitching sounds like your style, take th e time to answer. Theyll have other jobs to fill in the near future, and theyre working hard just like you.Dont exaggerate or lie. Recruiters are there to find the right person for the job. Eventually, there will be a right job for you. By being as honest a possible, you ensure you wont end up in the wrong position and you wont burn any bridges with the recruiter who you might need to use again in the future.Include links to your web presence. Recruiters see a lot of resumes and cover letters. In fact, some of them even hate receiving cover letters because going through them is such a time suck. By including clear links to your web presence like your LinkedIn, portfolio, or even an Instagram account, you help recruiters easily access and see your working style, background, and talent in a more digestible way. Include links wherever applicable.Thisarticlefirst appeared onCareer Contessa.