Alex Stepheson eyes another stint with Blackwater: ‘We have unfinished business’

first_imgTrending Articles PLAY LIST 00:50Trending Articles00:50Trending Articles00:50Trending Articles02:11Makabayan bloc defends protesting workers, tells Año to ‘shut up’03:07PH billiards team upbeat about gold medal chances in SEA Games01:38‘Bato’ to be ‘most effective’ CHR head? It’s for public to decide – Gascon02:07Aquino to Filipinos: Stand up vs abuses before you suffer De Lima’s ordeal01:28Ex-President Noynoy Aquino admits contracting pneumonia00:45Aquino agrees with Drilon on SEA games ‘kaldero’ spending issue Duterte calls himself, Go, Cayetano ‘the brightest stars’ in PH politics Sports Related Videospowered by AdSparcRead Next MACAU—With his last stint cut short, Alex Stepheson is hoping to still get a chance to settle unfinished business in the PBA.ADVERTISEMENT MOST READ Although Blackwater held the better seeding over Rain or Shine in the quarterfinals at 3-6, the Elite couldn’t match up with the Elasto Painters’ experience losing in the series 2-1.“I got sick and I had to go home and I felt really bad leaving the team behind especially with the winning that we were doing,” said Stepheson.Stepheson reunited with Elite for just two games in the invitational tournament where hey lost both their assignments in the group stage.“I felt like we had something special and when I came back for this tournament and re-connected with them, I honestly felt like I never left,” said Stepheson. “We were like family again, I could be gone for three years and come back. It would be like nothing happened.”ADVERTISEMENT Matteo Guidicelli had saved up for Sarah G’s ring since 2014? DTI creates Marahuyo, a luxe Filipino fashion brand for global buyers Canadian vaping study details danger from ‘popcorn lung’ chemical Drilon apologizes to BCDA’s Dizon over false claim on designer of P50-M ‘kaldero’center_img Becoming his own man The 6-foot-10 big man was outstanding last conference, putting up monster numbers of 22.2 points, 22 rebounds, and 2.2 blocks in just six games before stomach ailment prevented Stepheson from completing the conference.The amiable big man, who served as the Elite’s foreign players in the East Asia Super League: The Terrific 12 here, is definitely looking at another run at the job.FEATURED STORIESSPORTSGreatest ever?SPORTSBecoming his own manSPORTSFormer PBA import Anthony Grundy passes away at 40“I really hope so, if they really want me then I’m going to be there,” said Stepheson after Blackwater’s 109-69 loss to Chiba. “I feel like we have unfinished business and when I left we were winning and I felt we had a chance to win the championship.”The Elite had their best start in franchise history at 5-1 during Stepheson’s stay but his absence was sorely missed as Blackwater went 2-3 the final five games of the eliminations. NCAA: San Beda powers past JRU to hike streak to 12 Don’t miss out on the latest news and information. This jewelry designer is also an architect LATEST STORIES Ethel Booba on SEA Games cauldron: ‘Sulit kung corrupt ang panggatong’ View commentslast_img read more


first_imgThe two-Test series between Bangladesh and fourth-ranked The two-Test series between Bangladesh and fourth-ranked England begins in Chittagong on October 20, while South Africa will play against third-ranked Australia in Australia, where the first Test will commence in Perth on November 3. These fixtures will take place in the run-up to the annual cut-off date on April 1. The side that will top the ICC Test Team Rankings on April 1 will also receive a cash award of USD 1 million, while the second placed side will collect USD 500,000 and the third and fourth sides will get USD 200,000 and USD 100,000, respectively. Misbah admitted that his team would have to produce strong performances to finish as the number-one ranked Test side at the April 1 cut-off date. “The next target we have set for ourselves is to finish as the number-one ranked Test side at the April 1 cut-off date. It is not going to be easy as we have series against formidable sides like the West Indies, New Zealand and Australia. But instead of getting overawed by our opponents, we need to trust in our abilities, focus on our strengths and try to be as consistent as possible,” Misbah said. PTI CM CMlast_img read more

Netflix Culture Creator Patty McCord Gets Real: “Lose the Language and Lose the Lies…

first_imgPatty McCord isn’t pulling any punches in her first book “Powerful: Building a Culture of Freedom and Responsibility.” The co-creator of the Netflix Culture Deck — the famous 120-page doc that has been shared over 20 million times — has reemerged to set the HR industry straight on a few key things. After leaving her post as Chief Talent Officer of Netflix in 2012, McCord consulted and advised  fast-growth enterprises like Warby Parker and HubSpot. In boardroom after boardroom, she heard one common refrain: Give us a version of the Netflix culture deck. “I would say, ‘Okay, well you know it took 10 years to write that. We can get started, but this isn’t gonna happen tomorrow,’” McCord says.Rather than make the masses wait a decade, McCord has synthesized the road-tested lessons she’s learned in Silicon Valley into “Powerful”, out this month, a must read for employers and employees alike. First things first, she says, forget words like ‘empowering’ and ‘engagement’, because the HR jargon doesn’t fly. When it comes to recruiting, motivating and creating great teams, Patty McCord insists most companies have it all wrong. McCord’s book takes the position that radical honesty in the workplace is what employees need, not a false sense of security.“[Lifelong employment] hasn’t been true for 30 years, and it’s certainly not true now,” says McCord of HR’s favorite little white lie. “We gotta stop telling it, and more importantly all of us have to stop believing it.”Instead, she proposes, companies, CEOs, HR pros and employees, as well as job candidates, need to be unabashedly honest about the future of work. “We can be straight with people and treat them like grownups to have real conversations about work. We’ll both be better off for it.”Glassdoor’s Amy Elisa Jackson caught up with McCord before she speaks at the Glassdoor Best Places to Work Tour on February 27th to get her take on everything from company culture to sexual harassment in the workplace and her secret to getting the truth out of every candidate she interviews.Glassdoor: In the spirit of radical honesty, let’s dive right in. Why a book, why now? Patty McCord: When I was at Netflix for all those years, I was pretty heads down. I always say I lived under a rock for 14 years and then came up. The first year I got out I thought, “Well, this will be fun. I’ll consult with some startups and I’ll see who else is doing interesting work in my field ’cause I haven’t been really paying attention.” I was profoundly shocked at how little innovation was happening in HR. We’re using all the same language and people had the same eye roll whenever you started talking about HR. Everyone was clamoring for data and tools, but they weren’t doing anything with it.Glassdoor: Many will wonder whether this is a narrative version of the Netflix Culture deck. Is it? What can readers expect?Patty McCord: After I left Netflix, at every startup that I went to, they’d throw the Netflix Culture deck back on the table and go, “We want to do this.” I would say, “Okay, well you know it took 10 years to write that. We can get started, but this isn’t gonna happen tomorrow afternoon.” And everybody had read it, but nobody had any idea about how to actually do it. Glassdoor: So frustration with the status quo made you want to step out and write this book?Patty McCord: I was certainly frustrated about it. Every company I consulted with reinforced to me that people didn’t know how to build culture, or where to begin. All of these publishers were pushing me, saying, “You ought to write a book.” “You ought to write a book.” “You ought to write a book.” And I never … It’s not something I ever wanted to do, like I’m not the kid that wrote stories in my journal. So, I got an editor in New York and we did a series of interviews over about a year-long period of time, and we just started shaping it, a bunch of conversations. Also, when I was at speaking engagements my ideas started to take shape. Then, I started talking to HR people, you know, talking to HR groups, and I would close the doors and say, “Listen you guys, we’ve gotta knock this shit off. You’re all here at this HR conference and back at home all the employees are rolling their eyes and making fun of you.” I said, “We can do better than this.”5 Big Trends in Jobs for 2018Glassdoor: What do you hope employers take away from your book?Patty McCord: Two things — Lose the language and lose the lies. By losing the lies I mean let’s stop with the mythology that we still preach, that we’re gonna be your paternalistic employer for the rest of your life and provide you with career ladders and promotions forever. It hasn’t been true for 30 years, and it’s certainly not true now. We gotta stop telling it, and more importantly, all of us have to stop believing it.Glassdoor: And “lose the language”? Patty McCord: Words like engagement and empowerment — I find them really nauseating. The HR language covers up the truth that we should just be talking to people straightforwardly. The language we use in HR now makes me just scream because not only do we make up this language and words like “culture fit,” but we call what we do best practices. The language isn’t connected; it isn’t human. In this book, I wanted to say, “Look, I think there’s a better way. I think that we can be straight with people and treat them like grownups and have real conversations about work that are about reality, and we’ll both be better off for it.”Glassdoor: Given this, what should recruiting look like in 2018?Patty McCord: There’s a couple of things that I think really need to change. One of them is the timeframe. Let’s stop talking about forever, and let’s start talking about specific problems within timeframe wrappers. For example, a manager should say, “In the next couple of years we want to build a car that does X.” And, “This is how we’re gonna know it’s successful and here’s the kind of team we want to put together to do that. We’re going to put together a great team of people who are fabulous, amazing A-players who solve that problem.” A-players are your A-players for whatever it is that is at hand. Hire people to build stuff, they build it and then it’s done. You don’t need them to build it again, they finished it. Then, if some other thing needs to be built, you probably want a team of really excited builders to do that, but if it’s about scaling or maintaining it’s a different group of people. That’s what I mean by timeframe wrappers.We Asked 750 Hiring Managers What Makes a Candidate Irresistible, Here’s What They SaidGlassdoor: Do HR pros and recruiters need to be honest with candidates about that time wrapper, as you put it?Patty McCord: Sure. Be honest with the candidate when they ask, “Well, then what happens.” It’s okay to say “I don’t know. We’re making this shit up, but probably something else amazing.” HR should be honest enough to tell employees that they have done or built this amazing thing and that XYZ company “will be a great company to be from.”Glassdoor: Talk about radical candor. That can seem a bit harsh, no?Patty McCord: That phrase for me — “a great company to be from” — changed my whole attitude about what I did for a living. I said, “Look, what I want to build is a company that’s a great place to be from.” Where working there you can say, “Look, I did this. I was part of this team.” And with a company like Netflix, I did that; you know what I’m talking about when I say that Netflix is a great company to be from.Glassdoor: Is this what you mean when you talk about a “culture of freedom and responsibility” in your book?Patty McCord: Give people the honest gift that really matters in their career. My background is recruiting. I know what makes a great career: accomplishments, not your job title, not your tenure. Glassdoor: 2017 was a huge year for whistleblowers speaking out on sexual harassment, bias and poor company culture. Where do companies that had a rough 2017 go from here? Patty McCord: Yay for 2017! Yay for women stepping up to the plate and saying, with both feet planted firmly on the ground, “I’m not taking this shit anymore.” It’s fascinating to me because when you press C-suiters and you press CEOs about why there aren’t more women on the board or in leadership positions, they give you this tired line of, “It’s a pipeline issue.” They say there aren’t enough qualified women. But just this month women have been named as the replacements of male TV anchors and co-hosts. They replaced Matt Lauer with the woman sitting next to him. It’s not a pipeline problem, there are women already in the room. They’re just not in positions of power, but they’re qualified, they’re capable. Hoda [Kotb] is a qualified, capable journalist. The only reason she hasn’t had Matt Lauer’s job is that Matt Lauer had it. Now we have an incredible opportunity for all of us to look around and see the capable women who are among us. Glassdoor: You are right. That’s an interesting outcome.Patty McCord: I spoke to a reporter at TIME yesterday and she said that they have a running list of men who have been accused of sexual harassment and [they are] up to like 110. And I said, “You know what? It’s too bad you don’t have a running list of their victims.” Glassdoor: Why is that?Patty McCord: Because it would be in the thousands. To deal with the victims of sexual harassment from an employment perspective is to look at all that talent wasted. Thousands of people over the years who either gave up or didn’t get an opportunity to rise up the ranks. It’s wasted talent. All of us, companies included, need to take a step back and do something about it. If you want more women in leadership positions in our workforce, hire them. Interview them and then hire them.View Related ContentGlassdoor: Now for a few fun ones, what was your first job?Patty McCord: For my first job I filed stuff in a used car dealership, and speaking of sexual harassment, the guys always wanted me to reach to the bottom drawer and get stuff.Glassdoor: Ugh!Patty McCord: I know! But my first real, grown-up job that wasn’t a summer job was I worked at a lumber mill in Oregon. I was a lumber girl. I worked on the green chain. The green chain is when they take the raw logs and saw them into boards. They’re super heavy and they’re 10, 20 feet long. The men would grab the logs from the end and just use their big muscles or brute force to move them. You’d have to take them off of this conveyor belt and put them on a pile behind you in a tidy square, and I wasn’t strong enough to do that. So I’d pull the log halfway and I’d flip it, I’d use leverage to get the log on and off the conveyor belt. The guy next to me said, “Goddammit, Miss Patty, I’ve been working here on this green chain 15 years and never thought about flipping them suckers in half.” What I learned from that job was that I did not want to do that work, but I knew that I could.Glassdoor: Next up, do you have Netflix, if so what is your favorite Netflix show?Patty McCord: Of course I have Netflix! This is my lifeblood, are you kidding me?! My favorite show is always what I’m currently watching so I just finished binge watching The Crown.Glassdoor: Lastly, what is your favorite interview question to ask candidates?Patty McCord: I don’t have one. Glassdoor: Really?Patty McCord: I don’t buy into it. My favorite interview question is not the first one, it’s the nine follow-ups. Glassdoor: Explain more.Patty McCord: I pick virtually anything on your resume and say, “Oh look, you were responsible for this. Tell me about that.” “You were in charge, were you the boss?” “Oh, no you weren’t. You were part of the team. How big is the team? Oh, 800 people. I see. Okay, so it says here that you were personally responsible for delivering that part, but … okay.” And, “If you did it over again, how would you do it differently?”Glassdoor: Sounds like an interview with you would be pretty intense.Patty McCord: I get people to tell me the real stuff. And that’s why I don’t have a favorite interview question because it’s a trick, it’s a setup, and you don’t really want to trick anybody, you want to find out, “Are they the right person?” The interview conversations have to be real, and what is a clever interview question for you might be really irrelevant for the role I’m trying to hire for. It’s very much matchmaking.last_img read more

8 Companies That’ll Take You to Exotic Locations

first_imgLonely PlanetExotic Destinations/Details: “Want to skydive in Ecuador? Travel on the cheap in Chile? Avoid getting devoured by Komodo dragons on your honeymoon? You’re not alone. Lonely Planet provides essential tools for the independent traveler, including published books and, very soon, a slew of sexy new apps and services.”What Roles: Travel Writer (Freelance), Marketing Executive, Analytics Developer, Mobile QA Engineer, Sales & Marketing Coordinator, Content Producer & more.What Employees Say: “Lonely Planet is full of people who are passionate about travel and are determined to stay innovative. Executives are open to your ideas on how to move the company forward. Office culture is creative, fun, and laid back.” —Current EmployeeSee Open Jobs Department of the ArmyExotic Destinations/Details: “Are you looking for a job where you will have opportunities to travel the world, work in a field that you are passionate about and have benefits for you and your family? Well, look no further. The U.S Army is now offering full time and part time jobs to people who want to do more with their life. You can make a career out of the U.S Army and retire in 20 years.”What Roles: Foreign Language Teacher, Public Affairs Specialist, Aviation Operations, Cyber Operations Specialist, Aircraft Electrician & more.What Employees Say: “Best career ever. Pros: The relationships and opportunities to travel and meet people. Also discovering new cultures.” —Former EmployeeSee Open Jobs 3MExotic Destinations/Details: “Through our 3M Impact program, diverse teams of 3Mers travel to communities around the world. There, they spend two immersive weeks collaborating with a local nonprofit organization, social enterprise, or government agency to contribute to a solution for a pressing social or environmental issue.” Locations have included: Mexico, Vietnam, Indonesia, Malaysia & more.What Roles: Marketing Specialist, Area Sales Executive, Account Manager, Project Engineer, Financial Analyst, Senior Clinical Specialist & more.What Employees Say: “3M is an outstanding company with a very strong innovative culture. I enjoyed my role there and really respected the people I worked with. They are well positioned for years to come. 3M prepared me for significant growth in my career and gave me a unique perspective of business development strategies.” —Current Key Account ManagerSee Open Jobs WeWorkExotic Destinations/Details: With 320 offices in 62 countries, WeWork enables employees to work from Shanghai to Santa Monica. Employees also enjoy company events and retreats like WeWork Summer Camp and Summit, nightly programming for professional, educational, and social events in every city.What Roles: Billing Associate, Real Estate Transaction Manage,r Enterprise Account Executive, Audio Visual Engineer, Community Lead, VP of Total Rewards & more.What Employees Say: “I had outstanding and empathetic team-members. I love how chic the office spaces are. Makes coming into work more enticing. I was reasonably paid and since the company is still young, there are many opportunities to set yourself apart. I definitely took advantage of all the free food and coffee. I flew out to 4 major cities throughout my time there and Summer Camp was awesome.” —Former Member Technology SpecialistSee Open Jobs AirbnbExotic Destinations/Details: “Whether an apartment for a night, a castle for a week, or a villa for a month, Airbnb connects people to unique travel experiences, at any price point, in more than 34,000 cities and 192 countries.” The company gives each employee a $2,000 travel coupon (or $500 every quarter) each year to use for seeking their own adventures in any of the over 34,000 cities that the company operates.What Roles: Luxury Retreats Program Manager, Home Consultant/Property Inspector, Luxury Travel Advisor, Experience Expert, Public Policy Manager EU, Guest Experience Trainer, Trust and Risk Management Manager & more.What Employees Say: “Beautiful office space, talented co-workers, amazing meals and perks (such as travel coupons). Founders are sincere and seem to really care about the culture – demonstrated with initiatives that engage all global employees once a year.” —Current EmployeeSee Open Jobscenter_img Why work in a bland cubicle when you can work in Cancun, Punta Cana or Hanoi? Travel perks and international travel are offered by companies in nearly every industry enabling employees to fill their passport while being productive.Whether you want to work in hospitality, communications, the armed services or sales, here are 8 cool companies with open roles that offer the chance to travel the world.  Polish your resume and grab your sunscreen — your next career adventure awaits!Axis CommunicationsExotic Destinations/Details: Axis Communications has a Kickoff Event once a year – most recently to the Bahamas, last two years in Cancun, before that Puerto Rico. Plus trips to Sweden within your first year for onboarding at HQ. Trip locations have included Jamaica, Mexico, Dominican Republic, Sweden, China & more.What Roles: Distribution Account Manager, Solutions Engineer, Business Development Manager, Digital Marketing Specialist, Database Coordinator & more.What Employees Say: “Benefits, optional travel, lenient staff, friendly employees, Bagel Fridays, tuition reimbursement, ability to work from home, guidance from managers, the list goes on!” —Current EmployeeSee Open Jobs Power Home RemodelingExotic Destinations/Details: At Power Home Remodeling, sales representatives are treated with monthly opportunities for performance-based rewards, such as luxury vacations, high-end electronics, gift cards and tickets to concerts and sporting events. Activities have included whitewater rafting, go-carting, concerts, pool parties, NBA games, golfing trips and hiking in destinations like Cancun, Colorado and beyond.What Roles: Sales Representative, Project Manager, Special Events Intern, Staff Accountant, Inside Sales Representative, DevOps Engineer & more.What Employees Say: “Power allowed me to move to the city of my choice. They gave me a relocation bonus. Power has amazing all inclusive trips to Mexico at the end of the year. Everyone is on the same team, and no one will go behind your back to improve their situation. Overall, since I started working here 4 years ago, they have delivered on all their promises.” —Current Pre-Install Inspection ManagerSee Open Jobs NetJetsExotic Destinations/Details: “NetJets operates more than 800 planes co-owned by its clients and offers its services in the US, Europe, and the Middle East.”What Roles: Pilot, Contract Compliance and Operational Performance Specialist, Flight Coordinator, Fleet Supervisor, Aircraft Delivery & Resale Manager, International Trip Planning Customs Coordinator & more.What Employees Say: “Incredible environment- collaborative employees, great benefits and compensation, and supportive, approachable leadership team. Employees have a great passion for the Company and are dedicated to the 20/20 Flight Plan which sets a great direction for the Company, employees and customers. This was not in place with previous management. The Company is clearly trying to establish expectations and direction for all employees and align them with something pretty great!” —Current EmployeeSee Open Jobslast_img read more

15 More Companies That No Longer Require a Degree—Apply Now

first_img5. Whole FoodsCompany Rating: 3.5Hiring For: Grocery Team Member, Cashier, Bakery Team Member, Whole Body Team member, Specialty Team Member, Part Time Grocery Team Member, Chef, Seafood Team Member & more.Where Hiring: Napa, CA; Petaluma, CA; Tigard, OR; Wichita, KS; Austin, TX; Portland, OR and moreWhat Employees Say: “Autonomy, freedom to be creative, free food pretty much every day, GREAT people to work with and great customers, awesome benefits, paid time off that accumulates quickly and you can use whenever you want.” —Former EmployeeSee Open Jobs 15. Lowe’sCompany Rating: 3.3Hiring For: Plumbing Associate, Commercial Sales Loader, Lumber Associate, Front End Cashier-Seasonal, Internet Fulfillment, Seasonal Customer Service Associate, Delivery Puller, Installed Sales Manager & more.Where Hiring: Westborough, MA; Omaha, NE; Mooresville, NC; Silverthorne, CO; Madison Heights, VA; San Francisco, CA; Yonkers, NY; Paris, TN; Alcoa, TN; Ridgeland, MS; Columbus, MS and moreWhat Employees Say: “The people are amazing and the system works pretty well. I haven’t had any bad days unless it was having to deal with a customer. Advancement was quick for me. I went from part-time to Manager within 2 years.” —Current Department ManagerSee Open Jobs With college tuition soaring nationwide, many Americans don’t have the time or money to earn a college degree. However, that doesn’t mean your job prospects are diminished. Increasingly, there are many companies offering well-paying jobs to those with non-traditional education or a high-school diploma.“When you look at people who don’t go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people,” said Google’s former SVP of People Operations Laszlo Bock.“Academic qualifications will still be taken into account and indeed remain an important consideration when assessing candidates as a whole, but will no longer act as a barrier to getting a foot in the door,” added Maggie Stilwell, Ernst and Young’s managing partner for talent.Google and Hilton are just two of the champion companies who realize that book smarts don’t necessarily equal strong work ethic, grit and talent. Whether you have your GED and are looking for a new opportunity or charting your own path beyond the traditional four-year college route, here are 15 companies that have said they do not require a college diploma for some of their top jobs. Your dream role awaits!1. GoogleCompany Rating: 4.4Hiring For: Product Manager, Recruiter, Software Engineer, Product Marketing Manager, Research Scientist, Mechanical Engineer, Developer Relations Intern, UX Engineer, SAP Cloud Consultant, Administrative Business Partner & more.Where Hiring: Mountain View, CA; Austin, TX; Indianapolis, IN; San Francisco, CA; Pryor, OK; Chicago, IL and moreWhat Employees Say: “There a huge diversity of work ranging from defending independent journalism worldwide (Google Project Shield) to crisis response during disasters (see Maps during Hurricane Sandy or Tsunamis), to the best machine learning experts and projects in the world, to more mundane revenue-driving projects in advertising, there’s really something for everybody.” —Current Software Engineer IISee Open Jobs 3. Penguin Random HouseCompany Rating: 3.8Hiring For: Marketing Designer, Publicity Assistant, Senior Manager of Finance, Production Assistant, Senior Editor, Production Editor, Art Director & more.Where Hiring: New York, NY; London, England; Colorado Springs, CO and moreWhat Employees Say: “Being a large corporation, the benefits at PRH are great. You learn a great deal about the industry as PRH is among the top few publishing houses in the world. There can be strong mentors depending on the department you’re in and the supervisor you work for.” —Current EmployeeSee Open Jobs 12. IBMCompany Rating: 3.6Hiring For: Financial Blockchain Engineer, Lead Recruiter, Contract & Negotiations Professional, Product Manager, Entry Level System Services Representative, Research Staff Member, Client Solution Executive & more.Where Hiring: San Francisco, CA; Raleigh-Durham, NC; Austin, TX; New York, NY and moreWhat Employees Say: “Excellent opportunities for career advancement. Flexible working hours as long as you make your targets. People are terrific. Only the strong and motivated will survive and thrive. More training and education that you have time for. Resources are abundant if you know how to leverage them. Medical benefits are outstanding. Loved working at IBM.” —Former Sales RepresentativeSee Open Jobs 2. EY (UK)Company Rating: 3.7Hiring For: Assurance Services Senior, Risk Advisor, Experience Management Manager, Tax Services Senior, Financial Services Senior Manager, Auditor, Risk Management Operations & Quality Compliance Associate, Payroll Operations Analyst Associate & more.Where Hiring: Alpharetta, GA; San Francisco, CA; Toronto; Boston, MA; New York, NY; Cleveland, OH; Secaucus, NJ and moreWhat Employees Say: “The people, the flexibility and many great assignments. This is a place that really takes care of its people and is regularly reaching out to understand what would make a better experience for us.” —Current EmployeeSee Open Jobs 7. PublixCompany Rating: 3.7Hiring For: Pharmacist, Retail Set-Up Coordinator, Maintenance Technician, Job Fair, In-House Maintenance Technician, Prepared Food Clerks, Assistant Pharmacy Manager, Beverage Server & more.Where Hiring: Lakeland, FL; Atlanta, GA; Deerfield Beach, FL and moreWhat Employees Say: “As an associate, I really am happy to see that even the managers work right next to us and are never too busy to hear your concerns. Makes for a friendly environment to work in.”—Current EmployeeSee Open Jobs 14. ChipotleCompany Rating: 3.4Hiring For: District Manager, Kitchen Manager, Service Manager, Restaurant Team Member, General manager, Restaurant Shift Leader & more.Where Hiring: Sandy, UT; Woburn, MA; Pleasant Hill, CA; Kansas City, MO; Estero, FL; Colorado Springs, CO; Philadelphia, PA; Alameda, CA; Denver, CO; Minneapolis, MN; East Point, GA; Garner, NC and moreWhat Employees Say: “Free meals during shifts. 50% a meal to take home. Ease of requesting time off. Flexible hours. Can learn multiple positions. Room for growth if you really work towards it and want it.” —Former EmployeeSee Open Jobs 13. Bank of AmericaCompany Rating: 3.5Hiring For: Client Service Representative, Client Associate, Analyst, Executive Assistant, Relationship Manager, Consumer Banking Market Manager, Treasury Solutions Analyst, Small Business Consultant & more.Where Hiring: Tulsa, OK; Wilmington, DE; New York, NY; Plymouth, MI; Grand Rapids, MI; Des Moines, IA; Cincinnati, OH; Cleveland, OH; Lebanon, NH; Philadelphia, PA and moreWhat Employees Say: “Company provides great benefits: vacation time, sick time, medical insurances are decent. Most other companies aren’t able to compare to the time off benefits.” —Current Operations Team ManagerSee Open Jobs 10. NordstromCompany Rating: 3.6Hiring For: Retail Sales, Cleaning, Stock and Fulfillment, Bartender, Barista, Spa Esthetician, Cosmetics Beauty Stylist, Seasonal Alterations and Tailor Shop Apprentice, Sr. Site Reliability Engineer, Recruiter, Social Media Manager & more.Where Hiring: Phoenix, AZ; Las Vegas, NV; Scottsdale, AZ; Washington, DC; Arlington, VA; Bethesda, MD and moreWhat Employees Say: “Very fun job to work part-time as a student. Depending on how hard you want to work, you will be compensated fairly as it is a commission vs draw pay schedule. Lots of incentives to work harder such as free clothes or even cash. Managers are usually very flexible with your personal life and hours. You will meet a lot of great people working here. If you have the desire to move up in the company, the managers will have no issues with helping you in doing so.” —Former Sales AssociateSee Open Jobs 8. AppleCompany Rating: 4.0Hiring For: Genius, Design Verification Engineer, Engineering Project Manager, iPhone Buyer, Apple Technical Specialist, AppleCare at Home Team Manager, Apple TV Product Design Internship, Business Traveler Specialist, Part Time Reseller Specialist & more.Where Hiring: Santa Clara, CA; Austin, TX; Las Vegas, NV; Charleston, SC; Chapel Hill, NC; Maiden, NC and moreWhat Employees Say: “The company is AMAZING. There are limitless advancement opportunities. You work with some very cool people and the leadership cares about your development. You may get coaching but you never get battered or belittled. The pay is decent and the benefits include, 401(k) match, stock purchase options, product discounts and discounts on services across many different areas, education assistance, child care assistance, paid vacation, sick time and other time off options, health club Reimbursement or bike cost set off. You get 1.5 time for OT and it’s pretty much unlimited as long as you don’t exceed 12 hours in a day or 59 total in a week.” —Current At-Home AdvisorSee Open Jobs 6. HiltonCompany Rating: 4.0Hiring For: Event Manager, Front Office Manager, Housekeeper, Hotel Manager, Assistant Director of Food & Beverage, On-Call Banquet Server, International Sales Coordinator, Security Officer, Barback & more.Where Hiring: San Rafael, CA; Napa, CA; Indianapolis, IN; Tampa, FL; Madison Heights, MI; Augusta, GA; Chicago, IL and moreWhat Employees Say: “I started as a line level employee in the hospitality industry, joined Hilton 20 years ago and just celebrated my 5th year as a General Manager in a full-service hotel. Hilton Worldwide is a company dedicated to developing talent at every level in the organization and I owe my success and career to their continual investment in me.” —Current General ManagerSee Open Jobs 9. StarbucksCompany Rating: 3.8Hiring For: Barista, Shift Supervisor, Store Manager & more.Where Hiring: Dublin, GA; San Francisco, CA; Compton, CA; Seattle, WA; Chicago, IL; Arcadia, CA; Denver, CO; Boston, MA and moreWhat Employees Say: “The benefits are out of sight. I was offered Starbucks stock after my first year, as well as 401k through Fidelity, and a superb Blue Cross Blue Shield health insurance plan. You can cover your whole family with that plan, and it can include domestic partners. I got a pound of free coffee every week and free coffee all day (although I think that was specific to my store, which bent the rules). There’s also an Employee Assistance Hotline which you can call if you’re having issues in your personal life. And HR is really responsive–they won’t see you as a troublemaker if you’re legitimately having an issue. They will handle it. Also, sexual orientation and gender identity are included in their anti-discrimination policy. None of the gay or lesbian people on my staff got crap for it, even though about half the staff was quietly conservative Christian and Republican. If you’re a people person, you develop relationships with the regulars and it’s fun to make their day. I felt it was pretty rewarding to make drinks. I loved the artistic side of it. And again, the free coffee…just awesome.” —Former BaristaSee Open Jobs 11. Home DepotCompany Rating: 3.5Hiring For: Department Supervisor, Customer Service Sales, Store Support, Cashier, Assistant Store Manager, Outside Sales Consultant, Warehouse Associate, Product Manager, Analyst & more.Where Hiring: Colonial Heights, VA; South Plainfield, NJ; San Diego, CA; Kennesaw, GA; Atlanta, GA; Daly City, CA and moreWhat Employees Say: “The Home Depot has a solid moral compass. They aren’t about sacrificing their ethics for the sake of a sale, which I love. They also hire a diverse group of people and give a lot back to the community. They offer a lot of benefits and little treats for their employees. Although they push their associates to meet quota, they’re realistic about what can and can’t be accomplished.” —Current Merchandising Execution AssociateSee Open Jobs 4. Costco WholesaleCompany Rating: 3.9Hiring For: Cashier, Stocker, Pharmacy Sales Assistant, Bakery Wrapper, Cake Decorator, Licensed Optician, Cashier Assistant, Depot Solutions Functional Analyst, Forklift Driver, Seasonal Help & more.Where Hiring: Baton Rouge, LA; Vallejo, CA; Kalamazoo, MI; Issaquah, WA and moreWhat Employees Say: “Very affordable high-quality health insurance benefits even for PT employees. Great for working parents who split up child care and need coverage. The key to succeeding at Costco is to work hard, have a good attitude and be nice to people. It’s hard work and fasted paced, you have to be down for that to succeed.” —Current Cashier AssistantSee Open Jobslast_img read more

5 Successful Women Share Their Best Advice for Finding a Mentor

first_imgFor many women, the key to success is mentorship. Finding a mentor can be valuable for every professional woman, especially those working in male-dominated industries. A study on female peer mentorship in college found that “women in engineering who were assigned a female (but not male) peer mentor experienced more belonging, motivation, and confidence in engineering, better retention in engineering majors, and greater engineering career aspirations.”The study authors found that female mentors promoted the women’s aspirations to pursue engineering careers because their mentorship “protected women’s belonging and confidence.” The same can be said for female mentoring as women work their way up the career ladder. Set-backs, lack of respect, and being overlooked for promotions can all take a toll on both growth and mindset. As you look for a mentor to overcome these challenges—male or female—take some advice from these successful women who have been where you are too. Turn the Think Global/Act Local Credo Upside DownNicole Snow, founder and CEO, Darn Good YarnDon’t think small when looking for a mentor. Instead, Nicole Snow suggests asking yourself: “Who in your local area is working in your field of interest on a larger than local scale?” Don’t get discouraged if your first search turns up with few options. “Finding these diamonds in the rough will take some detective work, but local organizations and events within the sector you’re interested in should give you a good base to start with,” explains Snow.In addition to events, get active with local community industry events and on professional networking sites, both of which provide another opportunity to meet your dream mentor, according to Snow.When you do find the person you want to work with, it’s time to make your ask, but don’t stop there. Use this as a chance to highlight the skills you bring to the table and be honest about what you want and where you’re at in your career. Snow explains, “Let them know that you’re just getting started and request an informational interview. You can also request to be considered for a junior position, internship, or quarterly mentoring sessions. Moxie is appreciated when coupled with respect. Give as much as you take and be gracious.”The Best Advice for Women Seeking a Better SalaryLook for an External MentorSandi Knight, CHRO, HealthMarketsSandi Knight was lucky to have a few mentors and one mentor, early in her career, was one of the most impactful. Knight explains, “He brought me to meetings he thought I should attend involving people at ‘the next level’ so I could be seen and heard. He helped ensure I was exposed to opportunities as part of my growth, and I have always been grateful for that.”When you think of mentor like this, you may immediately consider someone at your current company or within your field. However, Sandi Knight suggests looking outside of this immediate network: “I have found that it can be very rewarding to have an external mentor—someone who is not associated with your organization, perhaps not even your industry or field.” Knight suggests that this is especially helpful for executives who lack experience from other companies. “Executives who have only worked at one company and have come up through the ranks, so to speak, don’t have the experience from other companies that give them a different way of looking at things.”The key, however, is reaching out to the mentor if he or she doesn’t come to you. If you’re not sure where to look, Knight recommends asking friends, neighbors and colleagues if they admire an executive who might be willing to mentor you.When you find the right fit, don’t be afraid to ask for you what you need the most help with. Knight explains, “I especially stress that female executives never be afraid to ask questions; speak up for what you need, you might be pleasantly surprised at the response.”How to Build Your Own Career Path Within an OrganizationBe PreparedDiane Elizabeth, former tech entrepreneur, CEO and Founder of Skin Care OxWorking in the world of tech, Diane Elizabeth knows that being a woman can be difficult and even scary. Finding a mentor can be critical to your growth in this industry, but don’t just ask another female executive for weekly meetings. Elizabeth quickly learned this lesson at her first paid marketing internship: “I thought that seeking help was the way to show her that I was dedicated. Wow, was I wrong.”Her would-be her future mentor taught her that the key to success isn’t simply walking into an office and making your ask, but being prepared. “After my meeting, I was given homework. My future mentor told me to draft a plan of how I would add value to her day, how I could teach her new things that I learned in my role as an intern, and how we could work together to better the department.”If you feel nervous about the idea of offering to share your thoughts or feedback to a senior employee, Elizabeth says, “I had no idea she would care about what I had to say, but she did. Don’t forget that you always have a voice, no matter how far along you are in your career.”Another important part of your preparation is research, suggests Elizabeth: “Research your potential mentors career, understand their role at your company, figure out what value you can add to their day-to-day.” The value is in showing this person you admire that you’ve taken time to consider how important he or she can be to your career and why they’re the perfect person to guide you.Switching Jobs Internally — How to Apply & How to Manage the TransitionEstablish an Informal Relationship FirstKatherine Huang, Founder, InkvestKatherine Huang was an early employee of Uber and founding member of UberEats, mentoring more than 20 female engineers during her time. However, she didn’t move from employee to founding member of UberEats without mentorship herself. Her best tip: establish an informal relationship. Huang explains, “It can be as simple as asking about their weekend during a coffee break. I bonded with the head of UberBusiness over her love of ballroom dancing. Asking her about her hobby, how she got started, what type of training is involved, etc., was a great ice breaker.”This is a smart way to connect with a potential mentor before you’re looking to learn something specific or take a leap in your career. Huang built this relationship before she needed “help” and was able to reach out to the head of UberBusiness for advice when she needed it most: during a big company reorganization, when she wasn’t sure which department to move to. “She gave me an honest insight into which departments were dysfunctional, which areas were growing the fastest, largely because we built trust over time,” says Huang. What’s more, this relationship and the advice she received led her to join an initial team that few people knew about, which “went on to launch and build UberEats.” You don’t always know when you need a mentor or what you can provide or get in return. In those times, focus on making relationships—you never know where they can lead you.Top Companies Hiring Software EngineersDon’t Discount FamilyDeborah Sweeney, CEO,“I’m a small business owner who credits my mom as one of my biggest mentors,” says Deborah Sweeney. The lesson she’s learned is that some of the best mentors are already in your life, as family members. “As a teenager, you probably rolled your eyes at the thought that mom (or dad or anyone else) knew best, but this often changes for many individuals when they get older.” Not only is this person already in your life, but they likely know your career plans and all the work you’ve put in to get where you are today. This “built-in” connection means, “there’s no need to rehash your career plans or goals with them because they likely already know what you’re doing and where you want to go and can provide actionable advice for your road map for success.”When looking for family mentors, Sweeney suggests looking past your immediate family to cousins, your spouse, or a grandparent. “These mentors can be any age and work in any field as long as they have a valuable, honest perspective to offer.”What is Internal Networking & Why It Matters?Find Your MentorUse this advice to find the best mentor for your career growth and needs, whether they’re male or female. The first step may be the hardest one: reaching out, so just remember that the right person will help you find important learning experiences, provide critical feedback, and be open to your support however you can provide it. If you want to grow in your career, this step can’t be overlooked. 4.5★ 4.1★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Senior Software Engineer, Axon Records Axon Scottsdale, AZ Flight Controls Software Engineer My Job Tank Santa Clara, CA Senior Software Quality Engineer RenPSG Indianapolis, IN 3.2★ 23 hours ago 23h 2.9★ Embedded Software Engineer (C, C++, Embedded Systems) Crown Equipment Corporation New Bremen, OH 2.5★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 2.8★ Hot New Jobs For You View More Jobs 5.0★ 5.0★ 3.5★ Senior Software Engineer – .NET – TCI Corptax San Diego, CA 23 hours ago 23h Senior Software Engineer LifeOmic Salt Lake City, UT 4.4★ Software Engineer Masergy Communications Plano, TX 23 hours ago 23h Federated Wireless – Software Engineer Federated Wireless Boston, MA Principal Software Engineer (Clearance Required) CollabraSpace, Inc. Annapolis Junction, MD Senior Software Engineer, VB.NET Blackbaud Austin, TXlast_img read more

How to Get a Job

first_img Catch your resume mistakes. Recruiters and hiring managers will be looking at your resume, of course—but they also want to see complementary online content, too, such as your LinkedIn profile and online resume. In fact, one recruiter told Glassdoor she likes to see attachments, project work, videos, or blogs, too. Read More: The Printed Resume vs. The Online Profile: Why You Still Need Both Learn More! Seal the deal by negotiating. Use your words. Avoid getting too personal in interviews. Tell a compelling story in your cover letter. You don’t want to simply repeat what’s on your resume when you write your cover letter. Rather, you want to dig a little deeper, answering questions a potential employer might ask such as: what makes this company your go-to choice, and why is this company special to you? Answer the questions in as much detail as possible to stand out from the crowd. Read More: Ask a Resume Writer: How Can I Show Culture Fit? Always send a thank-you note. Use social media to brand yourself. The final stage of getting a job is negotiating the package. While compensation often comes to mind first, remember that there are far more facets of the job that you can customize than you think. From benefits to work-from-home options, stock options to a travel stipend, there’s a lot on the table. Make a list of the things that are most important to you and that you’ll need to execute your job well. Be sure to check Know Your Worth to make sure their base salary offer is competitive with the market. Then, speak to your hiring manager and the recruiter about whether those needs can be fulfilled. These days, negotiating is an expected part of the job search process. Ask as many questions as you need and get the answers you need to make the best job decision for you.Read More: 11 Words and Phrases to Use in Salary Negotiations if You Want to Succeed It’s not enough to slip out of sweatpants and put on something fancy. You have to dress for success and be comfortable in what you’re wearing. If you’re uncomfortable, you might lose some confidence in the interview. But if you look and feel good, your job savvy should easily shine through. Read More: 6 Perfect Interview Outfits for Every Occasion Prepare for an interview before you get it. You want to show off why you’re right for a particular role. But you also want to make clear why you’re right for any role, we’ve heard recruiters say. So, when it comes to your resume and cover letter, focus on the skills and experience you have that would make you an ideal candidate anywhere. Then, in an interview, be ready to share how you’ll relay those skills in the new role.   Read More: Ask a Resume Writer: How Do I Showcase Transferable Skills? Highlight your transferable skills. It’s not enough to run a simple spell check on your resume. You’ll need to employ some special editing tactics—such as reading your resume backward and asking a friend to proofread for you—in order to catch every mistake on the page. There’s even editing software specifically for resumes. If you allow an error to sneak in, you are sending the employer an unintended and incorrect message that you are sloppy and don’t care about your work.  Read More: 6 Resume Mistakes To Avoid At All Costscenter_img An interview doesn’t have to be all business. In fact, applicants willing to show their personalities are received better by managers than people who remain tight-lipped during the interview. That’s because this manager could become your boss—and he or she wants to make sure you can get along well. Share your personality when answering questions and resist the urge to respond robotically. Read More: 6 Anecdotes You Need to Rehearse Before Your Next Interview Use your social media presence. Show off your likable side. Rather than allow for the recruiter or hiring manager to ask you all of the questions, be confident and proactive during your time together. You’ve researched the company’s culture and mission on Glassdoor, and you’re looking for a job that fits your life. Therefore it’s important to dig deeper. If you ask questions about management style, professional development, performances measurements and team collaboration, you’ll show a potential employer you’re both an informed candidate and serious about the job.  Read More: The 45 Questions You Should Ask In Every Job Interview Hopefully, you know by now that Facebook statuses that describe wild nights with friends can a turnoff to potential employers. But did you know that you can use social media to build a personal brand, making you more attractive to a hiring manager? One easy way to do just that is to expand from what’s on your resume—you can post pictures or summaries of projects you’ve worked on, include a short bio about your skills, or share articles that show you’re an expert in your industry. Read More: Hate Social Media? Here’s Why You Should Reconsider Bringing up any salary questions during an initial interview—especially a phone interview—is a big no-no, career experts say. Why? It’s simply not the appropriate time, because you haven’t made it far enough into the interview process. So save the money talk for a second or third interview, when it’s clear you’re taking steps toward landing the job. Read More: How to Address Salary at Each Stage of the Application Process Don’t talk about money (yet). Turns out, some of the answers you think are appropriate to share—like your favorite childhood memory when asked question, “Tell me about yourself”—are actually a turnoff to recruiters, and in some cases, can cost you the job. So just like you’ll practice what to say in the interview, you should also research what not to say to a potential employer. Read More: 40 Interview Questions You Should Be Prepared to Ask & Answer Getting a job can feel like winning the lotto. However, with a few tips and tricks, getting job will have much better odds. Here are additional resources to help you on your path to finding a job that fits your life:How to Write a ResumeHow to Write A Cover LetterThe Ultimate Job Interview Preparation GuideHow to Prepare for a Behavioral Interview50 Most Common Interview QuestionsHow to Negotiate Your SalaryHow to Network And more specifically, use the right words. Applicant tracking systems scan resumes in search of keywords, and throw out any that don’t contain them before they have the chance to be seen by human eyes. So how can you game the tech? It’s easy. Read the job description for the job you’re applying—then see how those words stack up against similar job postings. Words that repeat across multiple listings belong on your resume—preferably at the top, as well as in context. Read More: 13 Must-Have Words to Include In Your Resume Be proactive during the interview. Dress for the job you want. You won’t be caught off guard by an interview question if you’ve studied the common questions asked by recruiters and managers alike. Plus, knowing your responses in advance will keep you cool, calm, and collected during the interview—confidence any employer will be pleased to see. Read More: The 50 Most Common Interview Questions A recent study found that 86 percent of hiring managers said not sending a thank-you note shows lack of follow-through. So follow-up—and show off your manners—with a handwritten note on nice paper or even in an email. The point is to do it, and do it promptly; the medium doesn’t matter as much. In the note, thank your potential employer for his or her time, and be sure to share about something you learned during the interview. Why? Sharing the lesson shows you were paying attention to the employer, and you’re serious about the role. Read More: How to Write A Winning Thank You Letterlast_img read more

Rafinha keen on Arsenal move as Barcelona go for Bellerin

first_imgBarcelona are making a swap bid for Arsenal fullback Hector Bellerin.Marca says Barcelona could use Rafinha as a makeweight in their bid to take Bellerin to the Nou Camp.The midfielder would be keen on a move to Arsenal as part of the deal.Bellerin has bought a house in Spain as he closes in on a switch to the Catalan giants.The Spain U21 fullback has already held a series of meetings with Barca chief Robert Fernandez about a return home this summer.last_img

Lyon president Aulas admits deal for Chelsea striker Traore ‘in 10 days’

first_imgLyon president Jean Michel Aulas admits a deal is close for Chelsea striker Bertrand Traore.OL are in advanced talks to close a €17 million agreement with Chelsea for Traore.”We are in the process of finalising the discussions,” said Aulas.”It is a very ambitious operation, which sticks to what we have said. I hope we can conclude it within ten days, if possible before the weekend.”Traore helped Ajax reach the Europa League final last season during his loan spell.last_img read more

Agent reveals Boca Juniors striker Dario Benedetto attracting Roma interest

first_imgBoca Juniors striker Dario Benedetto is attracting interest from Roma.That’s the claim of Benedetto’s agent.“Dario has aroused the interest of several top clubs after winning the League,” Ruggero Lacerenza said on Teleradiostereo.“He’s being targeted by several clubs and Roma are one of those, we’re working on a negotiation, but we’re already very happy.“Boca value him between €15m and €20m, we’ll try to please the lad, who has shown what he can do in Argentina. It would be very important for him to get to Europe.“His wages? They’re high for South American standards, but not Italian ones.”last_img read more

Villarreal reject massive West Ham offer for Cedric Bakambu

first_imgWest Ham have failed with a massive bid for Villarreal striker Cedric Bakambu.The Telegraph says Villarreal have rejected a 25 million euro move from West Ham for Bakambu. They also claim that a move for Bundesliga star Anthony Modeste of Koln was also rebuffed.Villarreal don’t want to sell more important players after letting Mateo Pablo Musacchio move to AC Milan. The record fee they have received to date was 40 million euros for selling Eric Bailly to Manchester United last summer, with the 20 each for Gabriel and Santi Cazorla close behind.last_img read more

Becoming Donor-Centric: Segmentation

first_imgSend out several different versions of your next email appeal. Analyze what is working, what is not and who is responding to what.Get people to segment themselves when they sign up by asking what they are looking for and what they are specifically interested in.The options for segmenting are endless. You can segment people by what campaigns they have previously responded to or by what they have previously done you’re your organization (donate, volunteer, etc). Segment them by how much money they donate or by how frequently they donate. If your organization has local events or is involved with specific local communities or regions you can segment users by their geographical location. To successfully reach out to your donor base you need to become donor-centric. In essence, you want to stop communicating so much about yourself and your organization’s mission statement and start focusing in on the donor. Find ways to connect to a potential donor emotionally and compel them to act.Another way to become more donor-centric is to do a better job at segmentation. Segmentation is finding common groups of people, understanding who they are and targeting them accordingly. You can never segment your audience too much; be as personal and targeted as possible in your communications.Ways to Segment Source: Adapted by Jake Emen from Katya Andresen’s Nonprofit 911 Presentation “Cultivating Donors Online”last_img read more

Going on vacation!

first_imgI’m on vacation as of today! I’ll be back blogging next week.As I go out the door, I thought I’d share my answers to some questions posed to me by Fundraising Success:Heroes/role models: “Great journalists like Edward R. Murrow and Eric Sevareid, and determined change-makers like Michelle Rhee (chancellor of the District of Columbia Public Schools system).”Favorite quote: “[Nike’s] ‘Just Do It.’ It’s one of the best-ever marketing slogans and a good life philosophy. I feel that life is too short for complaining, making excuses or dillydallying when there are important ways to make a difference right now.”Best advice you’ve ever received: “Listen. Try to listen attentively to everyone. It makes all the difference in life, relationships and even marketing.”How do you see social networking working for nonprofit organizations and their fundraising efforts: “Social networking is simply the phenomenon of people online connecting to others. So think of your social-media strategy not as a tool set, but rather a conduit to living beings who want to engage. If you are in a position to do that as an organization, then it is worth your time to experiment. If you’re not doing that now in your conventional outreach, then think twice. You need a genuine urge and ability to start a conversation with supporters in order to succeed.”Best advice you can give fundraisers: “Think of the donor’s interests above your needs. It transforms your relationship with your supporters.”Have a great week!last_img read more

Webinar: Emerging Opportunities: Misoprostol for Postpartum Hemorrhage

first_imgPosted on July 3, 2012November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)To register for the webinar, click here.Share this: ShareEmailPrint To learn more, read:last_img

Stigma and the Language of Mental Health in Mothers

first_img ShareEmailPrint To learn more, read: Posted on June 22, 2015October 13, 2016By: Ayomide Adebayo, MWACP (Psych)Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This post is part of “Mental Health: The Missing Piece in Maternal Health,” a blog series co-hosted by the MHTF, the Mental Health Innovation Network at the London School of Hygiene and Tropical Medicine and Dr. Jane Fisher of Monash University.How do we talk about mental illness in pregnancy?Well, we don’t.Not that we don’t know about it at all; pregnancy-related mental illness, for the most part, is well-recognised culturally. But it’s not what mothers talk about while they work and watch their children play.The commonest maternal mental health problems are mood disorders, with more than half experiencing “baby blues” and one in ten women having full-blown depression. Psychotic illnesses are even more serious, but a thankfully much smaller number experience this.Together with their partners (where partners are supportive), new mothers struggle to come to terms with symptoms they themselves can barely articulate. Both the women and their partners feel alone, while unknown to them, similar experiences within their own circle of friends and family members might well abound.And that, if nothing else, needs to change.The reasons for this silence on maternal mental health issues are not far-fetched. Childbirth is a greatly celebrated event, which makes any feelings of remorse at this time highly stigmatized. In many low- and middle-income countries (LMICs), a child is considered a token of divine favour (especially if the child is male), and cements a woman’s place in her husband’s home (especially if it is polygamous).However, the opposite holds true, too: the inability to have a child is often seen as a sign of disfavour, or even a curse. (Such women, typically described as “barren,” are sometimes tagged as witches.) Not only that, but anything that differs from perceived childbirth norms is potentially stigmatising. For instance, the stigma associated with childbirth via caesarean section is easily observed in the way we talk about it. Women talk about having their children “normally” (with the implication that anything other than vaginal delivery is abnormal), or “by themselves” (which contains a subtle hint at weakness in those who require the “assistance” of surgery).Given such beliefs, it is not hard to understand a woman’s reluctance to admit to anything—like negative feelings surrounding childbirth—that would cast criticisms and shame on her as being out of favour.Among such shame-casting problems, those of mental health might well loom largest. Again, the language we use illustrates the problem: for instance, among the Yoruba culture in Nigeria, a common description of mental illness is as a “spiritual attack.” If childbirth is a divine gift, mental health problems are the diabolical corollary, and, therefore, the only help recommended is spiritual.This stigma does not only affect the mother, however. A mother with mental health problems is likely to be considered unfit to breastfeed by her family, especially her in-laws, which poorly affects her health and the health of her child. In addition, children may well grow up to stigmatise their mothers, bringing it all full circle.If we are going to change maternal mental health outcomes in LMICs, we need to change the way we talk about mental health in pregnancy within our communities—even the way we talk about pregnancy as a whole.We need to figure out how to use language to capture mental health problems in pregnancy as part of the range of possible health problems all women can experience. The language doesn’t have to work against us; we can make it work for us. We can use it to change the perception of pregnancy as something that must occur in a certain way. Pregnancy and childbirth are gifts, whichever way they occur: with or without pain, with or without surgery, with or without mental health problems.With a better understanding of our languages, we can learn to communicate that.Enjoyed this post about maternal mental health? Read more posts in the Mental Health: The Missing Piece in Maternal Health blog series.Photo: “Lekki-Peninsula, Lagos” © 2007 Seattle Globalist, used under a Creative Commons Attribution license: this:last_img read more

Scaling Up Innovations in Maternal and Newborn Health: 5 Lessons Learned

first_imgPosted on July 13, 2016September 26, 2016By: Neil Spicer, Qualitative Lead on scale-up at the IDEAS project, Lecturer in Global Health Policy in the Department of Global Health and Development at the London School of Hygiene and Tropical MedicineClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Improving maternal and newborn health is a priority for Ethiopian government policy as we enter the new era of achieving the Sustainable Development Goals by 2030. Launched in 2008, the Saving Newborn Lives project—led by the Ethiopian Ministry of Health’s Health Extension Programme, implemented by Save the Children, and funded by the Bill and Melinda Gates Foundation—is a community-based innovation that works with Health Extension Workers treating neonatal sepsis with antibiotics.A team based at the London School of Hygiene & Tropical Medicine has studied the critical steps that were taken to help scale up the Saving Newborn Lives neonatal sepsis management innovation, as part of Ethiopia’s flagship Community Based Newborn Care programme with the overall aim of improving maternal and newborn health outcomes. What lessons can our analysis hold for other countries?1. Keep it simple and robust.When designing innovations for improving maternal and newborn care, it is vital to consider the challenges of implementation across large and diverse geographical areas. Innovations need to be adaptable to different settings and simple for frontline health workers to use.Innovations need to be highly cost-effective and affordable, especially when local administrations are constrained by financial and human resources. They must also be closely aligned across the priorities, programmes and infrastructure of the national Ministry of Health, as well as all the regional health administrations where they are being scaled-up.“It builds on the system, it isn’t parallel to the system.”2. Collect strong data from the field.One of our critical findings was that the Saving Newborn Lives implementers generated relevant and robust randomised control trial data that helped the government make informed decisions about where to spend money on innovation at scale.“What our intervention provided is how effective the intervention was.”The implementation team also collected qualitative data, documenting stories about what worked and why, as well as estimates on the costs of scaling innovations. These data helped identify which components of the innovations could be used best at scale.3. Leverage a collective effort.Working in isolation is not conducive to scaling up innovations in maternal and newborn health. The success of innovation scale-up depends on long term engagement and good working relationships between all the partners. This project was successful because the Ethiopian government had a sense of ownership.A strong partnership was also developed between the government, the funder of the innovation (the Bill & Melinda Gates Foundation), and development partners – especially UNICEF – together with professional associations such as the Ethiopian Paediatric Society, the Ethiopian Society of Obstetricians and Gynaecologists and the Ethiopian Midwives Association, whose support for the innovation was  crucial.“It’s a collective effort – one agency’s voice would be very thin and low.”With all these players, the government-led national and regional technical working groups were vital facilitators in the whole process of scaling up.4. Take advantage of pivotal moments.The Ethiopian government was initially hesitant to allow Health Extension Workers to administer antibiotics to newborn babies. However, a ‘policy window’ emerged with the publication of a demographic and health survey showing maternal and newborn deaths remained high as well as field visits to other countries where similar innovations were already being trialled successfully.With lessons learned from implementation, all the factors were in place to support change at the right time in Ethiopia.5. Position yourself at the table.Sustainable shifts in policy are rarely the result of pressure from the outside. Even when maternal newborn health was a government priority and the pivotal moment had come about, there was still a need, and some room, for negotiation between all the partners. The ability of the implementing partner to work well with and support the Ethiopian government was vital in this process.This support came in the form of technical assistance including sharing implementation lessons (both from Ethiopia and elsewhere), together with project resources including health communications and training materials, and also strengthening government capacity, particularly at the sub-national level.—To learn more, read the IDEAS Research Brief, ‘Catalysing scale-up of maternal and newborn health innovations in Ethiopia‘Share this: ShareEmailPrint To learn more, read:last_img read more

Member of the week: Lucien Dodge, voice actor

first_imgOur newest member of the week is Lucien Dodge. Lucien works in the performing arts industry as a voice-over talent. His voice can be found in cartoons for children, narrations of films, commercials for cars and cell phones, and so much more. We particularly enjoy Lucien’s humor in his profile, so check it out in our Yellow Pages. Clips of Lucien’s work and more about him can be found at his website, and in the answers to our questions below.1. What has been your most interesting project? Playing a female, Scottish, art teacher. How’s that for a male, American, voice actor? 2. Why did you decide to go freelance? It wasn’t a choice for me. It was really the best way to get started professionally in a situation like mine 3. What tip would you give to a new freelancer or to someone who is considering going freelance? Make lots of new friends! You’ll need them! **4. What is your favorite spot in the city in which you live? ** Central Park is really nice. Perfect place to just be with your thoughts. 5. What is your inspiration? To become a successful voice-over talent in animation, and getting to work along side all the people who I’ve admired who work in this business.last_img read more

The unpredictable freelance life: expecting the unexpected

first_imgYou probably went into freelancing because you like the fact that every day brings something new, and the ebb and flow of your work schedule energize you. But once in a while you get thrown a curve ball. Being prepared can help.Anticipate PatternsIf you have a client who often comes running to you with their hair on fire at the end of the month, leave a little time in your schedule to help them out. Just because they don’t plan well doesn’t mean you have to be caught by surprise, and if you’re able to put out their fires, you’ll become a valuable asset to their team.Keeping a log of your projects can help with this. If you track the client, the project, and the deadline, you may see a pattern emerge. This will help you plan your time and avoid being surprised by an unexpected project. This kind of record keeping can be challenging for some, but you don’t need to get too detailed or specific. Just use a method that works for you.Don’t ProcrastinateIf you have something that needs to be completed down the road, you may want to do it as soon as you have a few spare minutes. That tax return that’s been on your to-do list for two months? If you leave it until the last minute and then get a big project with a tight deadline, you could end up in a bind.A good way to avoid procrastinating is to set aside a little time each day or each week to tackle some of the necessary housekeeping tasks of freelancing. A weekly date with your accounting software to enter income and expenses will make tax time seem less daunting.Have a Backup PlanYou’ll never be able to plan for every emergency request, but whenever you have an unexpected occurrence, ask yourself, “What can I do differently next time?” While you may not encounter the exact same scenario again, it may help you be more prepared for something similar in the future.Consider the graphic designer who has nearly finished a website redesign for a client. At the eleventh hour, the client comes back to the designer with wholesale changes. Despite the changes, the client wants the designer to stick to the original deadline. The designer could work 18-hour days to get the work done, but if they have access to a junior designer to whom they could subcontract some of the work, they stand a better chance of delivering the project on time.Cover YourselfAs a freelancer, you don’t have deep corporate pockets to fall back on if there’s an accident. If someone gets hurt in your office or if property gets damaged, you could be on the hook. Or, a client could sue you for doing something wrong or not doing something you should have done. Equipment that you need to do your work could be stolen or damaged. You can protect yourself against the financial implications of all of these things with small business insurance. It’s generally not expensive, but it could save you from a big expense that you’re not expecting.Variety is the spice of life, it’s been said, and you love your spicy freelance life. But preparing yourself ahead of time for the unexpected crisis can keep it from becoming too hot to handle.Lou Casale is Head of Communications for Hiscox, America’s #1 online small business insurer. They help small business owners, freelancers and entrepreneurs grow & protect their businesses. They #EncourageCourage! Learn more at contents of this article and the linked materials do not offer legal, business or insurance advice related to the needs of any specific individual business.last_img read more

Beating the procrastination bug

first_imgThis is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.Spring has been a long time coming in the Northeast United States. The weather is a reminder that procrastination dogs many of us. At the beginning of the year—when we were all energetic and enthusiastic about our lives—I wrote about setting goals.Revisiting your 2018 goalsI suggested you think about goal-setting in quarterly chunks. Well, we’re in Quarter 2 and the second chunk of the year has begun. I imagine many of you are getting hit with that little disease I call procrastinitis.I have to admit I suffer from it. I’m a coach who struggles with procrastination. It’s particularly noticeable when I’m waiting for spring.Not with everything I do, but with enough that sometimes I feel like a fraud advising my clients on their procrastination problems. But after working with some very successful people and talking to several well-known coaches, I realize that many of us suffer from some form of procrastination, frequently.Curing procrastinationThere’s a lot of internet advice on beating procrastination, most of which works for me for a few days or a week and then I’m back to procrastinating. So what do I recommend?I’ve come to think of my procrastination as a form of addiction. My procrastinating behavior will always be with me. I will always need to be mindful—but I can learn to manage it.Sometimes we know exactly what we’re procrastinating—filing taxes, for instance, or cleaning the house—but other times we procrastinate and we’re not even in touch with it. We’re checking our email, telling ourselves we’re conducting business, when in fact, we’re procrastinating some task.Get in touch with your procrastination habitHere are some questions to help you begin to unpack your particular brand of procrastination:• What are you procrastinating? Why?• Ask yourself again, why? Don’t be afraid to go deeper & explore your psyche.• What is your procrastination doing for you? Are you afraid of something?• Often, procrastination is keeping us safe from some emotion. What?• Being found out? Being vulnerable?• Are you procrastinating to protect your ego?• Are there any patterns in your procrastination?• Do certain tasks or people trigger your procrastination?• How does your procrastination show up?I believe we each have our own brand of procrastination. Getting in touch with how and why you procrastinate will go far to help you come up with techniques to manage the behavior.Customize your solution to your needsFor example:I procrastinate when my ego is involved.We often engage in tasks that our fragile egos get invested in—tasks like writing. I often procrastinate sitting down to write because underneath it all I’m afraid of putting myself out there. I’m afraid that what I write will be criticized. So instead of dealing with my feelings, I procrastinate the task.My technique: I attack this procrastination in two ways. First, I acknowledge the “self talk” that’s telling me my writing won’t be any good but sit down and begin the writing anyway. Second, I sketch out a quick outline of what I want to write. An outline provides me with a roadmap and lets me refocus on the task of writing rather than the feeling involved.Boost your energyI procrastinate when I’m simply low-energy.We all have low-energy days. Maybe you’ve been running hard for a few days or you didn’t get enough sleep. You need to get a task completed because you’re on deadline but you’re tired and “don’t feel like it”—what to do besides grab more coffee?My technique: movement. Depending on the time I have available, I’ll either do yoga stretches while concentrating on how my body feels. Or if time permits, I’ll head out the door for a brisk 20-30 minute walk. The key, though, if you engage in either of these two practices, is after you’re done moving—get right down to work!Heidi is an independent, certified life coach and strategist with several decades of experience in the corporate and non-profit sector. She uses the power of books to help her clients reach the next chapter in their life journey. To get free resources and a weekly newsletter sign-up on her website: UnHingeYourself.comlast_img read more