Sell Yourself the Steve Jobs Way

Sell Yourself the Steve Jobs Way Sell Yourself the Steve Jobs Way The Apple CEO is a master of marketing. Use his techniques to polish your personal brand.At your level, people expect a good presentation - including the interview.close dialog Advertisementclose dialog/* effects for .bx-campaign-1012257 *//* custom css .bx-campaign-1012257 */.bx-custom.bx-campaign-1012257.bx-type-agilityzone .bx-close { z-index: 2;}@-ms-keyframes bx-anim-1012257-spin { from { -ms-transform: rotate(0deg); } to { -ms-transform: rotate(360deg); } } @-moz-keyframes bx-anim-1012257-spin { from { -moz-transform: rotate(0deg); } to { -moz-transform: rotate(360deg); } } @-webkit-keyframes bx-anim-1012257-spin { from { -webkit-transform: rotate(0deg); } to { -webkit-transform: rotate(360deg); } } @keyframes bx-anim-1012257-spin { from { transform: rotate(0deg); } to { transform: rotate(360deg); } } #bx-close-inside-1012257 { top: 0; right: 0; } /* KD - Remove padding from video wrapper and set height to 100% */.bx-custom.bx-campaign-1012257 .bx-row-video .bx-video-wrapper { padding-top: 0!important; height: 100%;}.bx-custom#bx-campaign-1012257 #bx-creative-1012257 .bx-wrap { height: auto;}/* KD - Change positioning to static as that was not necesaary and here you can adjust the height of the video element */.bx-custom.bx-campaign-1012257 .bx-row-video .bx-video-wrapper video { position: static;}/* rendered styles .bx-campaign-1012257 */.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative *:first-child {width: 100%;}.bxc.bx-campaign-1012257.bx-active-step-1 .bx-creative {background-color: transparent;border-style: none;max-width: 900px;}.bxc.bx-campaign-1012257.bx-active-step-1 .bx-close {stroke: white;background-color: black;border-style: solid;border-color: white;border-width: 1px;}.bxc.bx-campaign-1012257 .bx-group-1012257-AFvXBOB {padding: 10px;di splay: block;width: auto;}.bxc.bx-campaign-1012257 .bx-element-1012257-J0EiS8Y {width: auto;}.bxc.bx-campaign-1012257 .bx-element-1012257-J0EiS8Y *:first-child {padding: 2px 4px;font-size: 10px;color: rgb(255, 255, 255);text-transform: uppercase;background-color: rgb(0, 0, 0);background-color: rgba(0, 0, 0, 0.34);}Effective presentation skills will not only help you sell your ideas and products, but it will elevate your personal brand. Management guru Peter Drucker once said, “As you move one step up from the bottom, your effectiveness depends on your ability to reach others through the spoken and written word.”Apple CEO Steve Jobs is considered one of the best presenters in the corporate world today. In my previous article on his lecturing skills and my new book, The Presentation Secrets of Steve Jobs, I reveal the tactics behind his famed “reality distortion field,” outlining the exact techniques that Jobs uses to engage his audience.Whether you’re a CEO, manager, consul tant, entrepreneur, business owner, professional â€" or especially, a job seeker â€" Steve Jobs has something to teach you.Here are five ways to sell yourself or your brand the Steve Jobs Way.Sell dreams.Steve Jobs doesn’t sell computers. He sells “tools to unleash your creativity.” You see, nobody cares about your job search (product ); they care about themselves, their problems and their dreams. Tell them how you can help them reach their dreams, and you’ll have won a customer (or fan) for life.When Jobs introduced the iPod in 2001, he said that music transforms people’s lives and that in its own small way, Apple would be changing the world. Where most people saw an MP3 player, Jobs saw a better world.How do you make the world a better place? How do you improve the lives of your customers? How will hiring you help a manager fulfill her dreams?Don’t leave your listeners guessing.Create Twitter-friendly headlines.Steve Jobs has a one-sentence description - or vision - for every product he introduces. What’s the MacBook Air? “It’s the world’s thinnest notebook.” What’s an iPod? “It’s one thousand songs in your pocket.” If you can’t explain yourself in 140 characters or fewer (a Twitter post), go back to the drawing board.How would you describe the vision behind your personal brand? Long before I had Fortune 5 clients, I saw myself as “The communications coach for the world’s most admired brands.” In 61 characters, it gave my clients a reference point and gave me a vision to attain. Every product needs a vision - and so does every business professional.Stick to the rule of three.Most Steve Jobs presentations are divided into three parts. Neuroscientists are finding that humans think in “chunks” of three or four. Great presenters like Jobs don’t overload the brain with too many points. In media training, we coach executives to do the same: Stick to three main points they want to deliver in the course of an interview.The same holds true for job interviews - stick to three main points that you want the recruiter to know about you and your experience. Introduce the three points early in the interview. Expand the points as the discussion unfolds. Summarize them at the end. Strive for simplicity.According to Steve Jobs, “Simplicity is the ultimate sophistication.” Not only are Apple’s products simple, so is the way the CEO articulates the vision behind those products. For example, Steve Jobs’ presentation slides are remarkably free from clutter.Your resume should be as well.Strive for simplicity in oral communications and in presentation design.Practice like crazy.Steve Jobs makes presentations look effortless because he works at it. He spends hours and hours over many, many weeks rehearsing every segment of his keynote presentations. Jobs takes nothing for granted, and neither should you. Practice presentations out loud. Practice for job interviews as well. Have a friend sit across from you and ask you tough questions. Rehearse your responses.Better yet, record yourself and watch it back. It might a painful exercise but well worth it!One more thing … Do what you love.Steve Jobs revealed the secret to career success in a 2005 commencement addr ess at Stanford University. He said, “Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.” In this global economic crisis, many people are facing setbacks in their careers. Steve Jobs also faced setbacks but was convinced that the only thing which kept him going was the fact he had found his passion. Jobs once said his goal wasn’t to be the richest man in the cemetery ; it was going to bed at night thinking he had done something wonderful.Do something wonderful, and you’ll know real career success and satisfaction. And that’s the kind of manager employers would die for.

This study just proved how true this old (and popular) saying really is

This study just proved how true this old (and popular) saying really is This study just proved how true this old (and popular) saying really is When receiving bad news, people are actually going to shoot the messenger, according to a new study.The Harvard Business Review conducted several different experiments testing peoples tolerance to bad news. Regardless of the situation, the study found that people were unhappy with the person delivering bad news despite the bearer not having any direct influence on the decision.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!One test involved receiving news from a doctor regarding biopsy results. Whether it’s an annual checkup or a visit for a sore throat, doctors tend to be the punching bag regardless of the outcome. Researchers told participants their skin biopsy results and found that participants who were told they have cancer not only disliked the doctor more than those who received better news, but also thought the doctor had wished that they were sick.It’s rough out there for mes sengersAnother instance involved a $2 game of chance, where one person selected a name from a hat while a different person delivered the results to the participant. The study concluded that those who lost liked the messenger much less than those who had won.No matter how bad news is delivered or shaped, there’s little to do to save the messenger.Interventions aimed at discouraging shooting the messenger were found “unlikely to be fruitful.” However, messengers can try sugarcoating the bad news with something positive first to lessen the blow. For instance, wishing the recipient luck or hoping for the best before delivering the negative news can result in the person to take the criticism more seriously and lessen the blow from the messenger.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Fired for a SoliloquyThe Case of Office Hamlets

Fired for a Soliloquyâ€"The Case of Office Hamlets Fired for a Soliloquy- The Case of Office Hamlets Should the boss or manager do anything with that “information”? On-Stage Muttering before an Unseen Audience The hypothetical situation described is somewhat like that described by “NG” (abbreviated here to prevent compounding his professional misery by identifying him by his real-name-handle) in a forum at City-Data.com, a huge Illinois-based social networking and information site for U.S. cities, with lots of employment-related postings (total postings: more than 11,000,000): “Well, I worked at a call center for ATT (Sales and Services). On the 11th of this month I was dealing with an irate customer. After the customer hung up, I said (expletive deleted) you!” Earlier today, my supervisor called me in for a meeting. She told me that corporate had heard my call. Apparently they can still hear after the call has ended and heard my remark. I had really great sales, always followed my call flow, my talk time always met goal, and my QA scores were always passing. My supervisor told me she tried to talk to corporate to save me but they didnt budge and told her to terminate me.” That kind of mutter “bleed” can clearly get an employee into trouble and maybe, as in this case, booted out the door.  I said “somewhat like” above, because the call center agent was on the job at the time of the incident, rather than in some remote free-time location. But what about cases in which being overheard is neither expected, nor in the workplace itself (e.g., in another office-building’s elevator or the men’s room on another floor), nor a risk inherent in the company’s monitoring policies or technology (e.g., calls that continue to be “recorded for quality assurance” even after the phone portion of the call ends)? Terminated NG (which is not short for “No Good”) made the fatal slip of staging a crude soliloquy while at work, without realizing that even if “all the world’s a stage” is not true, the office is certainly one- and like most stages, one with an audience, perceived or not. Say Something, See Something (Happen) OK, so he got caught. Should his ears-like-a-dog supervisor treat it as “water under the bridge”, or as fire that will burn NG’s bridges behind, under and ahead of him? Setting aside the legal issue of whether an employee could conceivably be fired for muttering something (besides threats) no one but the person responsible for firing him hears, there remain two other issues important enough in their own right to warrant exploring them: the strategic and moral questions associated with firing a venting office-soliloquizing Hamlet overheard while at the workplace. overheard while elsewhere (on rough analogy with being caught red-handed on off-site (red)Facebook) But before exploring the rights and wrongs of such “Hamlet firings”, it is wise to be aware of the smarts: A smart call center agent will realize that for as long as 10 or 15 seconds after the customer has hung up, the recording software and call configuration, e.g., “ring and tone VOIP”, can continue recording. This was confirmed by the agent in a call to my bank and is otherwise a common occurrence. So, employee beware! (Employer- enjoy the surveillance bonus!) Likewise, a client or customer response after an agent disconnect could possibly be recorded for a few seconds, thereby providing information about whether or why the agent call disconnect was one-sided. Forgivable Water- or Fatal Fire- under the Bridge? So, how should the boss or HR manager respond, if at all? For a moment, consider the possibilities from the strategic and moral point of view (rather than from the legal standpoint). The possible strategic and moral responses as alternatives to firing include Don’t react: “No harm done,” you say, because the customer had already disconnected, literally, if not emotionally. Besides, although the question as to what the law in fact allows is set aside for the moment, to the extent that the law may be vague, flexible, variable (e.g., depending on the region) with unforeseen consequences for the company, that uncertainty can give enough pause to justify not reacting. Against this mellow non-response and despite whatever legal fuzziness there may be in firing the agent, it can be argued that the potential for disaster on this and future occasions was and is unacceptably huge. Suppose the customer had merely dropped the phone and then picked it up to resume listening, creating the false impression of a call disconnect. If that didnt happen during the recent call, the harm done is that a potentially disastrous habit would be reinforced by a supervisory or monitor’s non-reaction. Check the employee’s file for any mention of Tourette’s syndrome: This may sound like a joke, but the point is that it may be worthwhile to search for extenuating circumstances, such as acute stress- especially if the employee in question is otherwise a valuable company asset. This makes sense from the financial strategic perspective, for obvious reasons, such as cost-saving staff retention and avoidance of possible law suits (even if frivolous). What’s more, if “private” mutterings are going to be sufficient for the firing of that employee, a precedent will have been established for firing, instead of rehabilitating, reprimanding or otherwise retaining the next out-of-line office Hamlet- which can lead to   (more) cases of “If it ain’t broke, don’t torch it.” Another posting on the city-data site claimed that a boss who fired a customer service rep for cursing under his breath in the presence of a customer also “bragged” about what a great employee the rep was before that incident. However, the cost-benefit picture here differs from that of the possibly corrigible office Hamlet who does no immediate harm, since there was a probably adversely affected third party, the customer, present at the time of this separate multi-person incident. Schedule “sensitivity training” for staff: To maximize the likelihood that the offending Hamlet would get the rehabilitative message without having to be singled out (which can have damaging consequences of its own), arrange a sensitivity training session, or, more simply, just have a short meeting about the issue, to nip it in the (already partially “blossomed”) bud. The point can be hammered home by making it clear that the meeting was called because of such an incident and that the culprit has been identified (without revealing who it is- which will, in any case, be unnecessary, since the gossip mill will shortly fill in that blank). Notify the union, if there is one: At the risk of finding yourself embroiled in a debate or law suit about employee free-speech rights, you could raise the issue with the employee union rep, if there is one. That just might have some effect. Review the tape to assess and improve agent-customer procedures and relations: Sitting down with Hamlet and reviewing the interaction with the customer could prove invaluable in several ways: 1. It restores a collaborative tone to the working relationship, as an offset to whatever sense of alienation that may have been a factor in his outburst. 2. It offers a valuable data-mining opportunity for the purpose of analyzing and improving the formats, protocols, procedures, etc., of agent-customer (scripted) interactions. 3. It allows the agent to salvage his self-esteem and add positives to the negative experience. 4. It is likely to engender gratitude in the agent that can translate into better performance. 5. If proposed in a non-threatening, conceivably even light-touch way, it could make the agent comfortable with using the tape as a group lesson- this, however, being the least likely outcome. Focus on the employee’s intentions, not on the consequences of his behavior:  In ethics, a big fuss is made about the distinction between the moral (de)merits of intentions vs. the moral (de)merits of consequences of one’s actions. Since we are certainly more directly responsible for our intentions than for the consequences of our actions, it seems reasonable to argue that the office Hamlet should be morally judged by what he intended than by the unintended consequence(s). Equally importantly, if, on the other hand, it is insisted that consequences count more than intentions, the office Hamlet should still not be fired, because there were no dire consequences, save for the above-mentioned risk of reinforcing his monologue habits by failing to react in any way whatsoever- which, as shown above, is only one of the many available strategic and moral management responses. From this moral perspective, there is only one proper response to an office Hamlet who has done no harm and who, in a thought-to-be solitary moment, mutters !@x!*!%x! or asks, “To be, or not to be?” Let him be…. …But make him learn.

Here is the biggest reason to do the work you love

Here is the biggest reason to do the work you love Here is the biggest reason to do the work you love The first coffin I carried weighed 1,000 pounds.Struggling and slipping under the gravity of it, I thought only of Mouse Hunt.Do you remember that movie? There is a scene where Nathan Lane is carrying his dead father down the stairs. Before they make it to the hearse, he drops the recently deceased. The body races down the stairs, smashes into a fire hydrant, and is launched from his box directly into the sewer.This is what I assumed would happened to me. (Despite the absence of stairs, fire hydrants, hearses, streets, or sewers).In my mind, Granddaddy would be launched in the air NOT wearing a suit, but in the mustard-gold Vanderbilt Commodores sweater I always remember him wearing.Later I learned my presence as a pallbearer was mostly for ceremony and I wasn’t carrying much weight at all.Turns out 132-pound teenagers can’t be counted on to haul dead people.- - - It probably seems like I talk about death a lot these days. It isn’t intentional.Even now the voices of internet gurus echo in my head: “Is this on message for you?” “Is this really part of your brand?” “Can you really build loyal readers if you talk about depressing things?” “How is this convincing someone to buy your books?” And the answers are: “I don’t know” “I don’t know” “I don’t know” “It probably isn’t” Since that first funeral, I have carried dead family members on at least 4 more occasions. I guess I have exactly the right temperament for the job - my emotions are stable, my expressions are non-threatening, I can be counted on to not make a scene, I can successful cry a single tear for the occasion. But even with my experience at the job, each coffin feels heavier.You would think I would get used to the weight of a life lost.Grandaddy never saw me graduate and Pawpaw never saw my wedding and I never got to see Inez to Florida and Emily never sang with me and Mawmaw’s best efforts never persuaded me to shave my beard. I never made a copy of my book for Bill to read and I never had a real conversation with Peyton and Chris will never come by my house for Halloween again.These things aren’t regrets, exactly. But they are a reminder:Ghosts and art are part of the same process.Those gone from my life form the foundation of who I am. They directly impact my thoughts and actions. Th eir memory is indelible.This phenomenon is not confined to just me.Frida Kahlo carried literal scars from polio and bus accidents and a broken back. Her ghosts can be seen in her painting.Julie Cameron suffered through a divorce with Martin Scorsese, then slid into alcoholism. Her ghosts can be read in her books.Amy Winehouse watched the small, quiet life she envisioned for herself vanish in the wake of The Industry. Her ghosts can be heard in her music.- - - We react to pain by contracting. It’s not our fault, really. When a wound is inflicted, the body races to cover it up so it can heal.The spirit often reacts the same way because we do not want to get hurt again. In our safe little cocoon of indifference, no tragedy can befall us. (This is of course complete illusion because tragedy is not an event. It is a condition of being alive).Instead, the proper reaction is to expand. To say “Yes! I felt this! It hurt! Now look at it!”You think the work you do is small. It won’t get you on national television. It won’t earn you millions of followers online. This may be true.But, as it turns out, none of that matters.Your creation is not a piece of content. It is a vehicle for healing.Today, I will beg: Make art. Honor your ghosts. Do it now.It is the most important work you ever do.Much love as always ??- Todd B(and Jack and Chris and Mac and Inez and Velma and Emily and Bill and Peyton and Chris and Uncle Gene and the others I have forgotten)This article first appeared on Medium.

3 Questions You MUST ASK in a Job Interview

3 Questions You MUST ASK in a Job Interview 3 Questions You MUST ASK in a Job Interview This article was updated from the original on July 26, 2017 Let’s face itif we’re being honest, no one actually enjoys the process of interviewing for a new job.  The sweaty palms, nervous glances, awkward pauses and constant second guessing make the entire scenario seem like something more appropriate for an awkward first date rather than a potentially career-making opportunity.   This doesn’t need to be the case, however.  Preparing for an interview can eliminate much of the nervousness that comes with veering out into the great unknown job market.  Doing your research on the potential new employer, though, is just the tip of the planning iceberg.  Critical interview points should be prepped and mildly rehearsed in order to make you an unflappable, ready for anything, type of candidate. One of the most important parts of the interview is the “do you have any questions” for me portion when the tables are turned and interviewee’s are able to quiz their potential new employers on job, company and work-culture details.  In addition to gathering information, these candidate driven questions are also excellent opportunities to show off your critical thinking and analysis skills in order to improve your chances at scoring the role. With that in mind, here are the top three questions you should be asking during your next job interview: 1. Could you describe your ideal candidate for this position? While this question may seem a bit open ended, asking your interviewer about their expectations and goals in the position is a great way to learn more about both the individual job and their potential management style.  After all, if you win them over this person will potentially be your new supervisor and responsible for providing feedback and performance reviews. The question also demonstrates that you’re interested in doing the best job possible in your role.  More than a simple “what does this job entail” query, the active phrasing expresses your genuine interest in meeting and exceeding established ideals for the position. 2. If I were offered the position, what would I need to accomplish in order to receive a five star review from you a year from now? This question again serves double duty for both illustrating your work ethic and commitment to excel while also flushing out your prospective employers expectations.  You’ll find out what is needed in order to move on up the corporate/job title ladder and your interviewer now knows that you’re motivated to excellence rather than merely meeting expectations.  The phrasing of this question is also important.  By asking your interviewer to picture yourself in the position it sets you apart from the crowd and allows them to see that exact scenario.  Consider this a bit of a twist on the old stand by “visualization” method of accomplishing your career and personal goals. 3. Why is the position available? Perhaps the most important question in our list of the top three “must asks”, inquiring as to why the job opening is available will yield helpful information to both yourself and your potential new employer.  Finding out whether an opening is a staff expansion could point to increased growth of your role within a given company.  On the other hand, learning that someone else vacated may trigger the need for follow up research or questions as to dynamics amongst team members or co-workers. That brings up an important note that is often overlooked by interviewees asking about their new potential position.  Whether this or any other question, remember to process the answer and use the responses to make thoughtful follow up questions.  Inquiring about the reason for an expansion, for example, could yield useful information regarding company growth or new office openings.  Likewise, news regarding someone leaving allows you to make inquiries regarding work-life balance, working environment and team interaction, without coming off as paranoid or overly zealous.   Regardless of whether you use our recommendations (we really think you should) remember that asking questions during the interview process is about more than just stretching out your interview or filling awkward pauses.  Questions are valuable tools for gaining insightful knowledge into a job listing.  In skilled and prepared hands, asking for additional info in an insightful way can also demonstrate in demand critical thinking skills and a sincere interest in landing the job.  Give our questions a try, or modify them to fit your own strengths or personality, and watch as your confidence in interviews reaps real benefits in callbacks, job offers and more.

5 Soft Skills for Long-Term Career Success

5 Soft Skills for Long-Term Career Success 5 Soft Skills for Long-Term Career Success With the rise in portfolio careers, part-time work, freelancing, and side jobs, it can be hard to figure out which skills are most important to possess for your career. I attended a conference earlier this summer that talked about the critical soft skills all job seekers and professionals should possess in order to thrive in the changing world of work. Lets take a look at five soft skills for long-term career success that you can master. The good news is that none of these five skills require any advanced training- truly any professional can build these skills, regardless of career field or level. These skills were discussed by Valerie Ward of EmploymentReadiness.info, which maintains the Employment Readiness Scale, an online assessment tool. According to the folks at ER, these are the five skills needed for employment readiness. Self-Efficacy This critical soft skill has to do with your ability to be proactive and perform well. Similar skills include self-management, a feeling of control over your work and life, and a confidence in your abilities. These are all particularly important if youre looking for flexible or remote work, because this type of work requires a huge amount of self-motivation and self-management. Outcome Expectancy Ward describes this as the belief that ones efforts will result in positive outcomes. Essentially it means that you have a positive outlook on your possibilities- that youre optimistic about your future. In an ever-changing career landscape, it can be very difficult to remain positive, but people who can master this skill will find greater success than those who get stuck in a negative mindset. Social Supports Outside of work, who can you turn to for help and support? Your list can include everyone from friends who listen to your problems and act as cheerleaders, to your child-care provider(s), your local library, your professional network, and anyone or any group of people whom you can turn to when you need help. For long-term career success, people with the bigger and better support networks tend to go further. Job Maintenance My notes from the conference describe this as all those team work-y skills because job maintenance has to do with all the skills you use to communicate, self-manage, and generate repeat business or contracts. For people in full-time traditional jobs, this means your ability to maintain and grow your career within your current company or through new opportunities elsewhere. The skills that fall under this soft skill include communication, problem-solving, working well with others, prioritizing, and being able to draw a line between personal life and work life. Good job maintainers address work problems, learn from mistakes, work collaboratively with others, and want to see themselves succeed. Work History Interestingly enough, the thing most professionals are concerned with as they look for new work- having the right background and work experience- is only one part of the puzzle. Work history has to do with how positively you feel about your past work experiences (including volunteer work!). People who can look back positively at their work history are more likely to choose great jobs in the future. Readers, are you confident in these five soft skills for your long-term career success? Which ones do you need to improve? Leave a comment and let us know!

You may be surprised how most Americans would spend $10 million

You may be surprised how most Americans would spend $10 million You may be surprised how most Americans would spend $10 million What would you do if you had $10 million at your disposal? The average American would spend all of it in seven years, according to a new study.Research conducted by OnePoll asked 2,000 Americans what they would do with $10 million and surprisingly many would take their time spending it. Thirty-eight percent of participants claimed it would take them more than 10 years to spend the money, with just 11% saying they would splurge and spend it all under three years.More than half said they would invest or give some of the $10 million to family members. 47% said they’d stash it away in savings while 43% would pay off debt with their money.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Charity wasn’t amongst the highest ways of spreading the money, with just 37% saying they would donate to charity.But for those who wanted to splurge and spend it on all-or-nothing, half of the respondents sa id it would be on a dream home. Nearly a third said they would buy a vacation dream home while almost a quarter (24%) would dish out the dough on a new sports car.Others said they’d find ways to explore the world with their fortune. Forty-three percent would travel and another 27% said they would go on a luxury vacation with $10 million. Some, even, dreamed bigger: 15% would even buy their own private island.