Recruiting Brainfood founder on what recruiters look for in job candidates

Recruiting Brainfood founder on what recruiters look for in job candidatesRecruiting Brainfood founder on what recruiters look for in job candidatesLadders recently spoke with Hung Lee, Founder/Curator of popular industry resource Recruiting Brainfood, Co-Founder/CEO of Workshop.io and one of HRs top influencers. Read on as Lee discusses why the HR/recruiting industry inspires him, what recruiters should look for when binnenseeking out job candidates, techs role in shaping the HR field and where its headed.What initially attracted you to the field of HR/talent acquisition/recruiting?Unlike most folks, I think Ive always been into it. I read Anthropology at University and Ive always been interested in how people organise. Toward the end of my studies I was increasingly interested in urban and digital anthropology, which pretty much led me directly to drop into the field, initially as a recruiter for companies building up tech in the web 1.0 era.What was the inspiration to create Recru iting Brainfood? What has been your goal with the newsletter?The Internet got too big We were being overwhelmed by content and I whilst I knew that there was some great stuff being created, picking out signal from noise was becoming an impossible task. Recruiting Brainfood is my attempt to make the internet smaller I wanted to curate the best, most inspirational and most useful recruiting content I find and share it with an audience who wanted some brainfood for the working week ahead. There was no real goal beyond this and Im totenstill amazed that its got to 13,000+ subscribers who read it every week.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWhat technology/innovation/platform has had the most profound effect on the field of recruiting in the past year or two, and why?Chatbots have changed the way employers think about candidate experience. The 24/7, always on, always available respon der means that the resume blackhole experience might soon disappear. You were early if you deployed a chatbot in 2018. Youre behind if youre not doing it in 2019.What are the biggest challenges that those in recruiting and talent acquisition face nowadays?Flipping to a permission based communication model. If you arent aware that were about to enter a new phase of the internet one that may be as profound as the social network / web 2.0 era then you really havent been paying attention. Recruiters have always depended on outbound activity phone call and email. We need to get a lot better at getting candidates (and clients) to come to us through inbound activity.What are the key steps that recruiters should take to develop and strengthen relationships with job candidates?Work fewer jobs. Most recruiters are decent people, but they are decent overworked people who often did not have the time to properly build respectful relationships with job candidates. This was ok when there were p lenty of candidates for the jobs but with record levels of labour market participation in most advanced economies, you can no longer get away with treating candidates as commodities. This ultimately means rebalancing the amount of time-per-candidate vs no-of-jobs-worked.What should recruiters/talent acquisition execs look for when recruiting job candidates?Attitude. Skills can be taught but attitude and basic modus operandi are much more difficult to change or upgrade. We need to elevate hiring for attitude to much higher degree of priority than we currently doWhat should they avoid?Im a believer that there is a suitable job for almost any job candidate, so I wouldnt say you should avoid any particular person That said, if I were recruiting for a role in a team, I would make sure that the compatibility with the team is paramount. You can fall for the highly skilled, in-demand candidate, but if he or she is a maverick who doesnt fit the team ethic, its going to cause more problems t han its worth.Where do you see the field of HR/recruiting/talent acquisition headed? Crystal ball view?Were going to move away from Talent Acquisition to Talent Access. Our processes, our goals, our objectives, our measurements are all predicated on an outdated model of work full time, permanent, onsite. The challenges we have in talent acquisition are based entirely on the tension between what we want vs what the labour market wants. Smart HR / TA functions will be moving aggressively toward a future where their responsibilities will be to suppling reliable access to talent, rather than acquiring it for the business

Choosing Athletic Coaching as a Career Path

Choosing Athletic Coaching as a Career PathChoosing Athletic Coaching as a Career PathA coachorganizes amateur and professional athletes and teaches them the fundamentals of a sport. He or she trains them to compete as a team or individually. Some coaches recruit new players for college and professional teams. Quick Facts Coachesmedian annual earningswere $31,000 in 2015.Along with athletic scouts, whose primary responsibility is recruiting athletes, they held approximately 251,000 jobs in 2014.*fruchtwein coaches worked for educational institutions, including high schools and colleges. Others work for community organizations. Professional teams also employ coaches.This occupation hasa goodjob outlook. According to the U.S. Bureau of Labor Statistics predictions, employment will grow as fast as the average for all occupations through 2024. *NoteThe US Bureau of Labor Statistics combines wage and employment data for Coaches and Scouts. Job Duties These are some typical job du ties taken from online ads for coaching positions found onIndeed.com Initiate problem resolutionAssist in scouting and recruiting activitiesMonitor individualstudent-athleteprogress to ensure academic eligibilityTeach and instruct all aspects ofgamePromote sportsmanship and foster good character in student athletesSupervise students in practice areas, locker rooms and on busesEncourage student participation and establish rapportMaintain equipment and uniforms What You May Not Like About Being a Coach Since games are often on evenings, weekends, and holidays, coaches can expect to work during hours that many other people do not.Those whose work involves outdoor sports may have to deal with exposure to inclement weather. Educational and Other Requirements Coaches who work in high schools are usually teachers and therefore must meet all the qualifications for that occupation, including having a bachelors degree. Those who work in a college usually need a bachelors degree too. D egree programs specifically related to coaching include exercise and sports science, physiology, kinesiology, nutrition and fitness, physical education, and sports medicine. fruchtwein employers expect those they hire to have participated in the sport they want to coach. High school coaches, particularly those who work in public schools, usually need to be certified. This typically requires training in CPR and first aid, and sometimes in sports safety and coaching fundamentals as well. Some private schools do not require certification. What Soft Skills Do You Need? In addition to knowledge about the sport you want to coach and certification, you will also need certain soft skills. They are Leadership This skill set will allow you to influence the athletes you are coachingListening and Speaking You will need excellent communication skills in order to effectively teach and convey information to your team or individual athletes.Decision Making During games, you must quickly be able to make decisions.Interpersonal SkillsThese people skills are essential as they will allow you to relate well to your players. How to Advance As a Coach It is likely you will beginyour career as an assistant coach, as many who work in this occupation do. After gaining the necessary knowledge and experience, you may eventually become a head coach. If you want to compete at the highest levels of a school sport, you will need substantial experience as a head or assistant coach at a smaller school. Head coaches at larger schools that strive to compete at the highest levels of a sport require substantial experience at another school. Coaching a professional sports team requires years of experience and a winning record in the lower ranks. WhatEmployers ExpectFrom You To learn what qualities, other than skills and experience, employers are looking for when they hire coaches, we took a look at jobs listed on Indeed.com. This is what we found Demonstrates organizational ability, and attention to detail and accuracyBe able to give clear and precise directionsMust possess good safety awareness and judgmentFun, positive, enthusiastic attitudeKnowledge of and interest in diverse cultures and populationsYou need to immerse yourself in the sport and keep up to date on all the latest developments and innovative training methods and techniquesBackground Check REQUIRED Is This Career a Good Fit? Holland Code SER (Social, Enterprising, Realistic)MBTI Personality TypesESTJ, ESFJ, ESTP, ISTP, ESFP(Tieger, Paul D., Barron, Barbara, and Tieger, Kelly. (2014)Do What You Are. NY Hatchette Book Group.) Occupations With Related Activities and Tasks TitleDescriptionAnnual Salary (2015)Educational RequirementsUmpire / RefereeMakes sure players and teams are following rules during sports competitions$24,870Varies by stateChoreographerCreates new dance routines or interpretations of established ones auditions dancers$45,940Dance trainingProfessional AthleteCompetes in an org anized sport individually or as part of a team$44,680Private or group lessonsDirectorTends to the creative aspects of films, tv shows, and stage shows, making sure these productions run smoothly$68,440Bachelors degree in the discipline in which you want to work

Get the Most from Power Resume Search

Get the Most from Power Resume SearchGet the Most from Power Resume SearchGet the Most from Power Resume SearchFinding the right resume for the job has long been a struggle using Boolean Logic as part of your resume search. Using commands and operators to string together keywords was tedious at best. In contrast, semantic searchcombines advanced analytics with real-world knowledge of occupations in many industries to refine resume search.Instead of keywords, Power Resume Searchuses patented semantic 6Sense search technology to understand the meaning behind words and provide the best candidate matches with the least effort.Use these tips to get the best results with Power Resume SearchStart simple. Use a generic title and a few skills to define the job.Specify the job using the job title and the skills section for exampleJob Title EngineerSkill Chemical Engineering or Job Title Customer ServiceSkill Call CenterRevise a search that generates too many or too few candidates.Revise the m ain search page and further refine the results pageChange the title make it more specific, or less specificAdd or remove skills- a long list of skills will dilute the power of the most relevant ones Too few skills may return too many results Explore the Advanced Search fields (see below)If salary is a concern, you can specify years of experience.0-3 years will give you entry level experience5-15 years brings up mid-career15+ years generates senior candidatesRefine your search via your skills and keyword choices.Using Nice to have will sort skills to the top of your searchUsing Required filters out resumes (use only as necessaryUse these Advanced Search options to refine initial search results.Education filters by academic degreeUse Skills to identify certifications or licensesCompany Name will help you find candidates with competitor experienceUse Job Duration to filter candidates by average time spent at previous jobRemember to save your top candidates in a folder.Savea candidate t o an existing folder, or create a new folder, to makethe candidateeasier to reference and trackLearn more aboutPower Resume Search and semantic search.Visit the Power Resume Learning CenterSign up for a live webcast on Power Resume SearchFind step-by-step Power Resume Tutorials

Professional Accountant CV Template

Professional Accountant CV schabloneProfessional Accountant CV TemplateIntroductionSimply relying on the information you included in a job application may be the reason why the invitations to interview havent exactly been rolling in. What you need is a strong curriculum vitae that grabs the attention hiring managers. Included here is an accountant cv template that will get you started on the path to creating yur own employment reference document. Unlike a resume, a CV follows a very standard format, one that allows you to convey your professional skills without including unnecessary details. Also included here are some writing tips to help optimize your CV to its fullest potential.Create This CVAccountant CV Template Mary MarshallDetroit, MI 11111E. mmmarshall5email.com P 555-222-1111Professional Summary Certified public accountant looking for position with corpotarif finance department. Eighteen years of experience in different accounting roles, including working for auditing firm, managing the financial operations for a private contractor, and operating independently. Each role has helped to develop a comprehensive understanding of financial management, budgeting, financial forecasting, and tax preparation. Looking to now employ this knowledge for the benefit of a single organization. Work History Auditing ConsultantVeritas Financial ServicesOctober 2012 Current Serve as a member of auditing team employed by public and private agencies and entities to review an organizations financial records, review a companys liabilities and assets for aleidher corporation looking to acquire it, or to help clients get a better handle on their own financial operations. Review past tax records and any business expenses that may have tax implications to either help prepare return forms for the current year, dispute IRS audit findings, or look for opportunities to file amendments that may decrease a clients tax liability. Prepare recommendations based upon audit findings ai med at helping improve each clients tax situation going forward. Participated in 23 separate audit cases during tenure. Finance DirectorRoadway Asphalt and Paving July 2003 October 2012 Managed the financial operations for local contracting company, supervising a staff of two financial analysts and one administrative assistant. Directed financial analysts in the creation expense reports, client invoices, and inventory catalogues, as well as in the preparation of quarterly tax statements. Worked with business owners to review and maintain quarterly and annual budgets, and developed financial forecasts based upon local industry trends and future workflow projections. Supervised administrative assistant in managing payroll and accounts receivable. Produced an average of an 18 percent increase in total revenues per year from 2007 to 2012 by implementing lean initiatives to help cut costs and attracting new business through financial incentives, such as referral bonuses and service rate discounts to repeat customers. Private Certified Public AccountantJune 1999 July 2003 Offered a variety of different services to both private and commercial clients, including budget analysis, expense auditing, tax preparation, and other general accounting services. Represented clients in dealings with commercial partners, lending institutions, private contractors, and the IRS. Prepared reports detailing financial activities for five separate clients involved in legal proceedings. Managed a client portfolio of six commercial entities, three trusts accounts (served as principle trustee for two, co-trustee for another), and eight private citizens looking for assistance with tax payments and estate planning issues. Education and Training CPA Certificate 1999Department of Licensing and Regulatory Affairs, Lansing, MIMaster of Science in Accounting 1999The Eli Broad Graduate School of ManagementMichigan State University, East Lansing, MIBachelor of Science in Accounting 1997 Mike Ilitich School of BusinessWayne State University, Detroit, MISkills Expert-level understanding of all facets of financial management Well-versed in corporate tax strategies Familiar with the most current budgeting and expense analysis software programs Excellent communicator with both the written and the spoken word Dedicated and driven to exceed expectationsHobbies and Interests Supporter of the fine arts, particularly opera. Volunteer as usher at local theater that hosts regional opera and orchestral performances. Avid runner whos completed three marathons and seven half marathons.Customize CVUsing a Job Description to Create a Standout Accountant CVA Sample Accountant DescriptionJob Summary If youre hoping your next job affords you the opportunity to have a strong influence in the day-to-day operations of a company, then we have the position for you. Were seeking an accountant to handle both our budget analysis and our internal tax review and preparation program. Were a reg ional provider of account collection services, with three offices and affiliations with two legal firms. As a member of our finance team, youll help allocate resources to support service initiatives and annual goals, ensuring that we have the financial and staffing resources needed at each of our locations. Your expertise in tax matters will also be heavily relied upon to ensure that we remain compliant with all state and federal guidelines. Job Responsibilities Manage our company-wide budget through detailed quarterly expense and revenue projections, taking into consideration factors such as staffing, contract renewals, new business agreements, and client retention. Meet with office managers to analyze each locations contributions towards organizational totals and develop financial reports and summaries to be used as tools to gauge their performance. Prepare financial statements to share with company leadership at monthly coordination meetings, detailing current numbers and cont rasting them to annual projections, and make recommendations as to where assets and resources may be reapplied to get closer to our annual goals. Maintain all expense and revenue records that have tax implications, and work with other members of our finance team to research federal and state tax code to find applicable credits and allowances prior to submitting quarterly tax returns. Job Skills Bachelors degree in accounting (masters degree preferred) Current CPA certificate Minimum of one year of previous experience in corporate accounting Strong understanding of federal and state tax regulations Excellent organizational skillsCreate This CVHow to Employ the Job Description in Your Accountant CVTo ensure that your employment reference document can be recognized by job search engines and application kontrolle programs, you want to review the job description sample included here in conjunction with the accountant cv template. Seeing the language used in the description (as well a s in the job listings youve researched) shows you the common keywords and phrases used within the industry. You may already know many of them, yet you may not realize the significance they can have during the hiring process. Not only does including them in your CV make it more visible to document retrieval programs, but it also confirms to readers that you have the basic knowledge needed to succeed in the jobs theyre hiring for. Another element that demonstrates your potential for success thats found in the accountant cv template are the many metrics used in the Work Summary section describing the accomplishments listed there. Including those details allows readers to get a better idea of the impact your personal efforts had in helping your previous employers. This may serve as confirmation that you can be counted on to not simply meet job requirements, but to exceed them.

10 Working Parents Reveal How They Juggle It All

10 Working Parents Reveal How They Juggle It All10 Working Parents Reveal How They Juggle It All Many parents describe having children as a job unto itself. It can seem impossible to take on this new, challenging, high stakes (not to mention lifelong) job when you have a regular day job to take care of as well. September 16 th is National Working Parents Day, which honors these individuals who are able to do the impossible have a day job and raise a child at the same time. How do they do it? Glassdoor reached out to parents across different professions about their best tips and secrets for making the most of the time spent with children while still staying on top of their professional lives. From school administrators to attorneys, these parents have all found ways to balance and prioritize the endless responsibilities that come with living a full life. For Scott, who works as an attorney, the easiest way to maximize the time spent with kids is to simply turn off th e phone until the kids are safely tucked away in bed. I think it really helps to create some boundaries around work/home and an easy way for me to do that is put my phone away when I get home, he says. Instead of being distracted by emails or texts, time can be spent focusing on the children. Nailing down in advance which partner will do what, and when, to take care of the child is crucial to Elisha, who works as a school administrator. Deciding who will handle each of the many duties that come with being a working parent helps eliminate unnecessary frustration and provides clarity, advises Elisha. One example of this Elisha gives is dividing nighttime responsibilities in advance between the couple one gives the child a bath, while the other puts the child to bed. A big part of sharing responsibilities is sharing yur time. Another tip Elisha gives is sharing calendars with your partner, so each partner can be kept in the loop. That way, Elisha says, we know if the other parent is going to have an occasional late night at the office, and it doesnt catch us off-guard.Since Eduardo, special projects deputy for the mayor of Los Angeles, and his wife dont have a readily available cadre of retired relatives to watch their daughter on short notice, he recommends making a list of babysitters who can be called at a moments notice in case anything comes up. This way, theres always someone on call the longer the list, the better. Creating a joint calendar allows Eduardo and his wife who also works full time to map out the majority of their household and work functions. And the calendar is a constant work in progress on a bi-weekly basis, we meet to negotiate our work-related functions on our family calendar, Eduardo says. For Eric, who works in strategy and planning, familial harmony is a dynamic effort. This quest for harmony depends on what sacrifices and ambitions are necessary for the family to achieve balance, he says. A good friend once shared with me the alle gory of the plate-spinning acrobat as the relevant comparison for work-life balance, recounts Eric. The acrobat does not focus on all of the plates all of the time, as that would be impossible. Instead, the acrobat focuses on the plate that needs his attention the most.Ruthlessly prioritize, says Tracy, a senior director of digital marketing. This can be done in advance, by making it clear to your coworkers and your manager that you have a schedule you stick to. That way, last-minute requests to stay late or take on an extra project can be prevented before they happen.Tracy observes that the ability to say no is one of most effective gateways to being able to spend mora time with your kids. Dont feel guilty about saying no to happy hours on weeknights and birthday parties on the weekends, she says. Saying no is essentially a tool that can be used to maintain boundaries. Recognize that work-life balance largely is a misnomer, says Meena, founder of the Phenomenal Women Action Campa ign . Sacrifices must always be made, either on the work side or the life side, and this is something that should be accepted early on, points out Meena. That way, these choices can be planned around. For Terrance, a university administrator, family is the number one priority. So when a choice about where to put time or energy comes up, Terrance says he always goes back to a simple question Are you investing in your priorities?11. Plan your job around your life (rather than the other way around) Ive learned that my children dont really care as much about having fancy clothes or toys as they care about spending quality time with me, says Dr. Candice Weaver, for whom quality time with family is a top priority. Dr. Weaver, who works as a Family Medicine physician, shares that quality time with family is what we should plan our schedules around, rather than planning our lives around our job.Sometimes laundry, housekeeping, and errands can chip away at the free hours of the day. Dr. Weav er says that she outsources these types of tasks whenever she can afford it. This all serves to create more frequent, and more quality, time with the family. Just like Eduardo and his wife map out their home and work schedules on a regular basis, Dr. Weaver also sets aside a dedicated time on the weekend to prep meals and plan the weeks busy schedule. That way, the slings and arrows of the weeks responsibilities can be better handled and prepared for. Pick a time that of day or week that you absolutely must spend with your kids, and stick with it, says Katie, a former lawyer. That might be driving them to school in the morning, dinner around the table every night, or even a weekly ice cream date. That way, you can plan your schedule around this sacred time, and prioritize it above all other responsibilities. Having 11-year-old and 5-year-old daughters, says Walter, an energy consultant, means that there is always some kind of soccer match or school concert. If work gets in the way , Walter says, its important to make it up to the children and explain why you werent there.

Kids, Work and Does a Resume Need a Cover Letter

Kids, Work and Does a Resume Need a Cover Letter So once youre writing yurs, remember that it is a showcase. Chronological resumes are excellent for clearly displaying your work or educational history and theyre a good option for almost any degree of experience. To receive a better idea of the way to accomplish all this, have a look at our library of education and teaching example letters. Each component of your deckblatt letter reveals something important to prospective employers whether you desire the job or not. Additionally, no cover letter is much better than a lousy cover letter. Your cover letter is the ideal place of offer a little private info to the employer. It is your first chance to make a good impression. There are two essential means by which you can make sure your cover letter stands out. There Are no secret on earth. Many career experts concur that sending a cover letter is nearly always the very best decision. You can add interest to your cover letter w ith personality whilst still remaining professional. Does a Resume Need a Cover Letter Help Utilizing the key terms and phrases utilised in the work ad is crucial to getting an advantage in a competitive sector. If its a prior job ensure you write your bullets in past tense. For those who have publications or work samples which are related to your job search, look at putting together one of your own. Put simply, you intend to relocate regardless of whether you get the work offer, and that may instill confidence. You cover letter provides you with the opportunity to tell your employer, in your words, your qualifications and why youd be the ideal person for the job. By doing this you ensure that every recruiter receives a cover letter thats targeted and relevant to a particular job type. In it, mention the form of industry job youre interested in, instead of mentioning a precise job position. Remember you need tont kiss up to the employer, but you ought to demonstrate that yo ure eager to hear back from a business which has impacted you as a work seeker. All our samples are absolutely free to download, so its possible to customize them based on your requirements. You might be interested in the following related articles also. Now you have your format picked out, you must place your information in order. An ever more popular format for resumes is to incorporate an overview of skills at the exact top just under the name and contact info. Heres What I Know About Does a Resume Need a Cover Letter Cover letters are an ideal opportunity to demonstrate an employer an applicant has the capability to craft a clear, structured and coherent document utilizing good spelling and grammar. There are exceptions to each rule Utilize our cover letter samples to understand how to set yourself aside from the competition. So How About Does a Resume Need a Cover Letter? Employing genau Choice to Imply Networking Ability Typically, listing networking for a core com petency isnt always the most flattering approach to impress a possible employer. Reading through our sample student and internship cover letters will provide you with a clearer idea of the way to compose your own. For some positions, you will apply by completing an on-line program, or you might be asked to apply in-person. In most instances, your resume does not go right to the hiring manager. There are a number of businesses who provide similar services, but not all them will deliver real outcomes. How youre able to boost their efficiency. Its important to employ a service which offers you a great price for top quality. The point is, you would like to help it become clear why youd be helpful to the business in the position. Sending a cover letter together with a resume helps you construct your brand the identical way an advertising provider promotes a products brand. Also, when you have a personal connection to the company somehow, look at writing about it. In the fest the company website doesnt list the hiring managers name, call the company directly. Your professional experience is easily the most important portion of your resume. A simple online resume builder will supply you with decent results if youve got great writing skills. Also, be certain that the projects and technical skills you include are related to the job youre applying for. When you would like to find the best resume help, you are able to simply follow our lead.

How to Work With People You Dont Like and Become a Better Manager

How to Work With People You Dont Like and Become a Better ManagerSearch 5 Ways to verstndigung im strafverfahren With an Employee You Hate Share this articleTwitterLinkedinFacebookemail What to Do When You Really Dislike An Employee No matter the size company you work for, large or small, its almost impossible to like everyone. If you find yurself in charge of a person you dont like, its tempting to want to treat him/her differently because of your personal feelings. But HR will quickly tell you thats a big no-no. And if its a high-performer were talking about, then youre really going to have to suck it up. Are you wondering how to work with people you dont like? The good news is managing someone you dont like can be done, and done well. Heres how Working With Someone You Hate Sure, your days might be a bit easier if you like everyone on your team, but would your job get that much easier? Probably elend, so stop dwelling on the fact that you dont like this one person. Look at th e situation in a slightly different way your dislike of that worker can actually make your management duties a bit easier. After all, its really hard to deliver criticism or badeanstalt news to someone youre really fond of, isnt it? Not liking someone might actually open you up for more clear, direct communication with them. And remember, you just have to get along at the office during work hours. Friendship is not required. Take some time to think about your feelings toward this employee. Objectively, what is it that you dont like? If its the incomplete and poorly done work thats being done, then you have an altogether different dicke bretter bohren mssen on your hands and youll need to manage it. But if its something personal about the employee that doesnt impact the quality of work personality, appearance, demeanor, lifestyle choices, etc then thats your issue and you need to look within to fix it. Thats good news, though you can control your reaction to all of those things . Letting Go of BiasesAny parent of a toddler will tell you if you focus on the negative things you DONT want them to do, thats exactly what theyll want to do. The saatkorn thing can apply to this situation.Let go of what you dont like, and focus on what this person does well. That might be creating great PowerPoint presentations, deftly handhabung angry customers, or taking helpful notes at your meetings. Make a concerted effort to focus on the positives when your mind starts to drift to how annoyed you are. We all have preconceived feelings about different groups. Whether its a ritterlichly benign idea like all people who wear chunky glasses are trying to be cool, or something much more extreme, be very honest with yourself. When giving out performance reviews, providing feedback, or considering raises and promotions, check yourself and keep your personal biases out of the equation. Its not fair to your employees or your company, and it can open you up to all sorts of legal is sues. If you dont think you can be fair or impartial, you need to have a conversation with HR.Getting Alongur natural tendency is to stay away from someone we dont like, but in your professional life, thats likely to make you pretty lonely after a while. Instead, make an effort to get to know this person better go out for coffee or lunch, work on projects together, and try to landsee the best in what he/she has to offer. Especially if this is a valued and high-performing employee because the bottom line trumps your personal annoyances.fruchtwein professionals never experience a time in which they work with ONLY people they like. So prepare yourself to deal with employees you dislike. Youll be a better manager for it.This content is brought to you by FlexJobs, an award-winning service that helps job-seekers find professional opportunities offering work flexibility, such astelecommuting, freelance, part-time and work from home jobs.For more career advice and job search tips, visit t heFlexJobs blog.Related Salary.com Content Building Diversity Why it Starts with Your Companys Employee Value Proposition Superiority Bias Finding a Good distribution policy to See Yourself 7 Best Careers for the Future From our trusted Partners From our trusted Partners Home Articles HR Articles 5 Ways to Deal With an Employee You HateHow to Work With People You Dont Like and Become a Better ManagerSearch 5 Ways to Deal With an Employee You Hate Share this articleTwitterLinkedinFacebookemail What to Do When You Really Dislike An Employee No matter the size company you work for, large or small, its almost impossible to like everyone. If you find yourself in charge of a person you dont like, its tempting to want to treat him/her differently because of your personal feelings. But HR will quickly tell you thats a big no-no. And if its a high-performer were talking about, then youre really going to have to suck it up. Are you wondering how to work with people you dont like? The good news is managing someone you dont like can be done, and done well. Heres how Working With Someone You Hate Sure, your days might be a bit easier if you like everyone on your team, but would your job get that much easier? Probably not, so stop dwelling on the fact that you dont like this one person. Look at the situation in a slightly different way your dislike of that worker can actually make your management duties a bit easier. After all, its really hard to deliver criticism or bad news to someone youre really fond of, isnt it? Not liking someone might actually open you up for more clear, direct communication with them. And remember, you just have to get along at the office during work hours. Friendship is not required. Take some time to think about your feelings toward this employee. Objectively, what is it that you dont like? If its the incomplete and poorly done work thats being done, then you have an altogether different problem on your han ds and youll need to manage it. But if its something personal about the employee that doesnt impact the quality of work personality, appearance, demeanor, lifestyle choices, etc then thats your issue and you need to look within to fix it. Thats good news, though you can control your reaction to all of those things. Letting Go of BiasesAny parent of a toddler will tell you if you focus on the negative things you DONT want them to do, thats exactly what theyll want to do. The same thing can apply to this situation.Let go of what you dont like, and focus on what this person does well. That might be creating great PowerPoint presentations, deftly handling angry customers, or taking helpful notes at your meetings. Make a concerted effort to focus on the positives when your mind starts to drift to how annoyed you are. We all have preconceived feelings about different groups. Whether its a fairly benign idea like all people who wear chunky glasses are trying to be cool, or something much more extreme, be very honest with yourself. When giving out performance reviews, providing feedback, or considering raises and promotions, check yourself and keep your personal biases out of the equation. Its not fair to your employees or your company, and it can open you up to all sorts of legal issues. If you dont think you can be fair or impartial, you need to have a conversation with HR.Getting AlongOur natural tendency is to stay away from someone we dont like, but in your professional life, thats likely to make you pretty lonely after a while. Instead, make an effort to get to know this person better go out for coffee or lunch, work on projects together, and try to see the best in what he/she has to offer. Especially if this is a valued and high-performing employee because the bottom line trumps your personal annoyances.Most professionals never experience a time in which they work with ONLY people they like. So prepare yourself to deal with employees you dislike. Youl l be a better manager for it.This content is brought to you by FlexJobs, an award-winning service that helps job-seekers find professional opportunities offering work flexibility, such astelecommuting, freelance, part-time and work from home jobs.For more career advice and job search tips, visit theFlexJobs blog.Related Salary.com Content Building Diversity Why it Starts with Your Companys Employee Value Proposition Superiority Bias Finding a Good Place to See Yourself 7 Best Careers for the Future From our trusted Partners From our trusted Partners Home Articles HR Articles 5 Ways to Deal With an Employee You HateHow to Work With People You Dont Like and Become a Better ManagerSearch 5 Ways to Deal With an Employee You Hate Share this articleTwitterLinkedinFacebookemail What to Do When You Really Dislike An Employee No matter the size company you work for, large or small, its almost impossible to like everyone. If you find yourself in charge o f a person you dont like, its tempting to want to treat him/her differently because of your personal feelings. But HR will quickly tell you thats a big no-no. And if its a high-performer were talking about, then youre really going to have to suck it up. Are you wondering how to work with people you dont like? The good news is managing someone you dont like can be done, and done well. Heres how Working With Someone You Hate Sure, your days might be a bit easier if you like everyone on your team, but would your job get that much easier? Probably not, so stop dwelling on the fact that you dont like this one person. Look at the situation in a slightly different way your dislike of that worker can actually make your management duties a bit easier. After all, its really hard to deliver criticism or bad news to someone youre really fond of, isnt it? Not liking someone might actually open you up for more clear, direct communication with them. And remember, you just have to get along at the office during work hours. Friendship is not required. Take some time to think about your feelings toward this employee. Objectively, what is it that you dont like? If its the incomplete and poorly done work thats being done, then you have an altogether different problem on your hands and youll need to manage it. But if its something personal about the employee that doesnt impact the quality of work personality, appearance, demeanor, lifestyle choices, etc then thats your issue and you need to look within to fix it. Thats good news, though you can control your reaction to all of those things. Letting Go of BiasesAny parent of a toddler will tell you if you focus on the negative things you DONT want them to do, thats exactly what theyll want to do. The same thing can apply to this situation.Let go of what you dont like, and focus on what this person does well. That might be creating great PowerPoint presentations, deftly handling angry customers, or taking helpful notes at your meetings. Make a concerted effort to focus on the positives when your mind starts to drift to how annoyed you are. We all have preconceived feelings about different groups. Whether its a fairly benign idea like all people who wear chunky glasses are trying to be cool, or something much more extreme, be very honest with yourself. When giving out performance reviews, providing feedback, or considering raises and promotions, check yourself and keep your personal biases out of the equation. Its not fair to your employees or your company, and it can open you up to all sorts of legal issues. If you dont think you can be fair or impartial, you need to have a conversation with HR.Getting AlongOur natural tendency is to stay away from someone we dont like, but in your professional life, thats likely to make you pretty lonely after a while. Instead, make an effort to get to know this person better go out for coffee or lunch, work on projects together, and try to see the best in what he/ she has to offer. Especially if this is a valued and high-performing employee because the bottom line trumps your personal annoyances.Most professionals never experience a time in which they work with ONLY people they like. So prepare yourself to deal with employees you dislike. Youll be a better manager for it.This content is brought to you by FlexJobs, an award-winning service that helps job-seekers find professional opportunities offering work flexibility, such astelecommuting, freelance, part-time and work from home jobs.For more career advice and job search tips, visit theFlexJobs blog.Related Salary.com Content Building Diversity Why it Starts with Your Companys Employee Value Proposition Superiority Bias Finding a Good Place to See Yourself 7 Best Careers for the Future From our trusted Partners From our trusted Partners Home Articles HR Articles 5 Ways to Deal With an Employee You HateHow to Work With People You Dont Like and Become a Better ManagerSearch 5 Ways to Deal With an Employee You Hate Share this articleTwitterLinkedinFacebookemail What to Do When You Really Dislike An Employee No matter the size company you work for, large or small, its almost impossible to like everyone. If you find yourself in charge of a person you dont like, its tempting to want to treat him/her differently because of your personal feelings. But HR will quickly tell you thats a big no-no. And if its a high-performer were talking about, then youre really going to have to suck it up. Are you wondering how to work with people you dont like? The good news is managing someone you dont like can be done, and done well. Heres how Working With Someone You Hate Sure, your days might be a bit easier if you like everyone on your team, but would your job get that much easier? Probably not, so stop dwelling on the fact that you dont like this one person. Look at the situation in a slightly different way your dislike of that worker can actually ma ke your management duties a bit easier. After all, its really hard to deliver criticism or bad news to someone youre really fond of, isnt it? Not liking someone might actually open you up for more clear, direct communication with them. And remember, you just have to get along at the office during work hours. Friendship is not required. Take some time to think about your feelings toward this employee. Objectively, what is it that you dont like? If its the incomplete and poorly done work thats being done, then you have an altogether different problem on your hands and youll need to manage it. But if its something personal about the employee that doesnt impact the quality of work personality, appearance, demeanor, lifestyle choices, etc then thats your issue and you need to look within to fix it. Thats good news, though you can control your reaction to all of those things. Letting Go of BiasesAny parent of a toddler will tell you if you focus on the negative things you DONT want them to do, thats exactly what theyll want to do. The same thing can apply to this situation.Let go of what you dont like, and focus on what this person does well. That might be creating great PowerPoint presentations, deftly handling angry customers, or taking helpful notes at your meetings. Make a concerted effort to focus on the positives when your mind starts to drift to how annoyed you are. We all have preconceived feelings about different groups. Whether its a fairly benign idea like all people who wear chunky glasses are trying to be cool, or something much more extreme, be very honest with yourself. When giving out performance reviews, providing feedback, or considering raises and promotions, check yourself and keep your personal biases out of the equation. Its not fair to your employees or your company, and it can open you up to all sorts of legal issues. If you dont think you can be fair or impartial, you need to have a conversation with HR.Getting AlongOur natural te ndency is to stay away from someone we dont like, but in your professional life, thats likely to make you pretty lonely after a while. Instead, make an effort to get to know this person better go out for coffee or lunch, work on projects together, and try to see the best in what he/she has to offer. Especially if this is a valued and high-performing employee because the bottom line trumps your personal annoyances.Most professionals never experience a time in which they work with ONLY people they like. So prepare yourself to deal with employees you dislike. Youll be a better manager for it.This content is brought to you by FlexJobs, an award-winning service that helps job-seekers find professional opportunities offering work flexibility, such astelecommuting, freelance, part-time and work from home jobs.For more career advice and job search tips, visit theFlexJobs blog.Related Salary.com Content Building Diversity Why it Starts with Your Companys Employee Value Proposition Supe riority Bias Finding a Good Place to See Yourself 7 Best Careers for the Future From our trusted Partners From our trusted Partners Home Articles HR Articles 5 Ways to Deal With an Employee You HateHow to Work With People You Dont Like and Become a Better ManagerSearch 5 Ways to Deal With an Employee You Hate Share this articleTwitterLinkedinFacebookemail What to Do When You Really Dislike An Employee No matter the size company you work for, large or small, its almost impossible to like everyone. If you find yourself in charge of a person you dont like, its tempting to want to treat him/her differently because of your personal feelings. But HR will quickly tell you thats a big no-no. And if its a high-performer were talking about, then youre really going to have to suck it up. Are you wondering how to work with people you dont like? The good news is managing someone you dont like can be done, and done well. Heres how Working With Someone You Hate Su re, your days might be a bit easier if you like everyone on your team, but would your job get that much easier? Probably not, so stop dwelling on the fact that you dont like this one person. Look at the situation in a slightly different way your dislike of that worker can actually make your management duties a bit easier. After all, its really hard to deliver criticism or bad news to someone youre really fond of, isnt it? Not liking someone might actually open you up for more clear, direct communication with them. And remember, you just have to get along at the office during work hours. Friendship is not required. Take some time to think about your feelings toward this employee. Objectively, what is it that you dont like? If its the incomplete and poorly done work thats being done, then you have an altogether different problem on your hands and youll need to manage it. But if its something personal about the employee that doesnt impact the quality of work personality, appearance, demeanor, lifestyle choices, etc then thats your issue and you need to look within to fix it. Thats good news, though you can control your reaction to all of those things. Letting Go of BiasesAny parent of a toddler will tell you if you focus on the negative things you DONT want them to do, thats exactly what theyll want to do. The same thing can apply to this situation.Let go of what you dont like, and focus on what this person does well. That might be creating great PowerPoint presentations, deftly handling angry customers, or taking helpful notes at your meetings. Make a concerted effort to focus on the positives when your mind starts to drift to how annoyed you are. We all have preconceived feelings about different groups. Whether its a fairly benign idea like all people who wear chunky glasses are trying to be cool, or something much more extreme, be very honest with yourself. When giving out performance reviews, providing feedback, or considering raises and promotions, check yourself and keep your personal biases out of the equation. Its not fair to your employees or your company, and it can open you up to all sorts of legal issues. If you dont think you can be fair or impartial, you need to have a conversation with HR.Getting AlongOur natural tendency is to stay away from someone we dont like, but in your professional life, thats likely to make you pretty lonely after a while. Instead, make an effort to get to know this person better go out for coffee or lunch, work on projects together, and try to see the best in what he/she has to offer. Especially if this is a valued and high-performing employee because the bottom line trumps your personal annoyances.Most professionals never experience a time in which they work with ONLY people they like. So prepare yourself to deal with employees you dislike. Youll be a better manager for it.This content is brought to you by FlexJobs, an award-winning service that helps job-seekers find professional opport unities offering work flexibility, such astelecommuting, freelance, part-time and work from home jobs.For more career advice and job search tips, visit theFlexJobs blog.Related Salary.com Content Building Diversity Why it Starts with Your Companys Employee Value Proposition Superiority Bias Finding a Good Place to See Yourself 7 Best Careers for the Future From our trusted Partners From our trusted Partners Home Articles HR Articles 5 Ways to Deal With an Employee You Hate

Popular Horse Racing Careers

Popular Horse Racing CareersPopular Horse Racing CareersThere are a variety of career options for those wanting to work in the horse racing industry. Here are some of the most popular options for careers at the racetrack Racehorse Trainer Racehorse trainers supervise the care and training of the horses in their racing stable. They work with veterinarians, farriers, exercise rider, and jockeys to provide comprehensive equine care and maximize each horses performance. While no specific education is required, most trainers work as assistants before striking out on their own. Trainers must obtain a professional license in each state where they plan to race a horse. In terms of compensation, trainers charge a day satz for each horses basic care plus 10 percent of purse money won. Income can vary widely based on the stables number of horses in training as well as the level of success that the stable has at the races. Jockey A jockey rides racehorses in competition and must meet st ringent weight requirements to be eligible to compete (most jockeys weigh in at 100 to 115 pounds). They may ride in as many as 8 or 9 races per day, and some jockeys also ride horses in their morning workouts to become familiar with their individual quirks and racing styles. Jockeys must first obtain an apprentice license and win the required number of races before advancing to a journeyman jockeys license. Jockeys earn a fee for each mount plus a percentage of their mounts earnings. Earnings can vary widely based on the frequency that a jockey can win races and the number of horses they ride each day. Jockey Agent A jockey agent lines up mounts for the jockey that they represent. Their job involves talking to trainers to book mounts, evaluating races to determine the most viable prospects, keeping a log of riding engagements, and performing administrative tasks such as making travel arrangements. Jockey agents must be licensed in the states where their jockeys compete. They r eceive about 25 percent of the jockeys earnings as compensation, so agents representing top riders will earn top dollar. Exercise Rider Exercise riders ride racehorses during morning workouts. They can maintain a higher weight than jockeys but still must generally tip the scales at 150 pounds or less. A license is required to ride at the racetrack. Work begins before dawn and usually ends before noon. Exercise riders are compensated for each horse that they ride daily, and they may ride 6 to 8 horses each morning. Many riders maintain a second part-time job occupy their afternoon hours. Track Veterinarian Track veterinarians administer a variety of medications, check horses for fitness to compete on race day, and take post-race samples to be tested for banned and illegal medications. They also treat injured horses and perform a variety of exams at the request of owners and trainers. A license is required to work at the track. Equine veterinarians must make a significant comm itment of time and money to earn their DVM degree, but they can earn a salary of $85,000 or more each year. Farrier A farrier is concerned with maintaining the health of the equine foot. They perform routine trims, shape and apply shoes, and consult on lamenesses or other soundness issues. Farriers may achieve professional certification from a variety of associations and training schools, or they may choose to learn through an apprenticeship with a master farrier. In 2011, the average compensation for farriers was $92,600 with the frequency of shoeing on the track, racehorse farriers can earn even higher salaries. Groom Grooms provide day-to-day care for the horses assigned to them by the trainer. Routine duties include bandaging legs, mucking out stalls, grooming, and saddling. Grooms also watch their horses carefully for signs of injury or illness. Six day work weeks are common for grooms, and a license is required to work at the track. Compensation for grooms usually rang es from $8 to $15 per hour, and they often receive bonuses when one of their charges wins a race. Bloodstock Agent Bloodstock agents represent buyers and sellers of racehorses, provide professional appraisals of value, and purchase horses at auction on behalf of clients. There is no educational requirement or licensing of bloodstock agents, but they must have an excellent knowledge of pedigrees and a good eye for evaluating equine conformation. Most agents earn 5 percent commission on sales that they broker and some agents earn a fee for being kept on retainer to provide regular advice to clients. Top agents can easily earn six-figure salaries.

Outsmart your own decision biases

Outsmart your own decision biasesOutsmart your own decision biasesWelcome to menschengerecht nature. We are all, to varying degrees, prejudiced.We are influenced by different unconscious biases.Theodore Roosevelt once said, In any moment of decision, the best thing you can do is the right thing, the next best thing is the wrong thing, and the worst thing you can do is nothing.You make thousands of rational decisions every day?- ?or so you thinkPrejudice impact our thinking every day, but few of us even know they exist, saysNorma Montague, assistant hochschulprof of accounting at Wake Forest University in Winston-Salem, North Carolina.The word bias has a negative connotation, but its fruchtwein often unintentional and a result of heuristicsmental shortcuts that allow people to make quick, efficient decisions, she says.Good decisions are often the result, but not always.We see ourselves as possessing the truth. Yet we all fall prey to human egocentricity (an inability to understand or assume any perspective other than our own)?- ?although not to the same degree.None of us will ever be a perfect thinker, but we can all be better thinkers.Deep and critical thinking is hard. Learning how to think is even harder. Thinking is the hardest work there is, which is probably the reason why so few engage in it, said Henry Ford.Thinking means sifting through information, filtering the most important piece, and connecting it to a framework that you can use.The ability to think and process multiple pieces of information quickly and effectively is a vital skill to have.No matter what your circumstance or goals, no matter where you are or what harte nusss you face, you are better off if you are in control of your thinking, and apply better-thinking models in both short-term and long-term decisions.Dont confuse IQ with thinking, fast or slow.Those with high IQ are not necessarily life smart.IQ tests are very good at measuring certain mental faculties, including logic, abstract re asoning, learning ability and working-memory capacity?- ?how much information you can hold in mind.But when it comes to abilities crucial to making good judgements in real-life situations, you need more than a test score.Whether youre answering hard questions, making impromptu remarks, analyzing a situation, or synthesizing data, critical thinking on your feet is crucial.A high IQ is like height in a basketball player, saysDavid Perkins, who studies thinking and reasoning skills at Harvard Graduate School of Education in Cambridge, Massachusetts. It is very important, all other things being equal. But all other things arent equal. Theres a lot more to being a good basketball player than being tall, and theres a lot more to being a good thinker than having a high IQ.In our fast-paced and fluid world, youve got to be able to pull out the right piece of knowledge at the right time.The good news is that everyone can improve their rational thinking and decision-making skills.Think about yourthinkingMetacognition, as this is known, is a crucial skill.Thinking about thinking is the ability to know what we know and what we dont know.It is the ability to plan a strategy for producing the information that is needed, to be conscious of your own steps and strategies during the act of problem-solving, and to reflect on and evaluate the productiveness of your own thinking.How many times do you stop yourself and think about your thought processes and the heuristics you apply in making judgements in life or business?InThe Art of Thinking Clearly, authorRolf Dobelliwrites, Whether we like it or not, we are puppets of our emotions. We make complex decisions by consulting our feelings, not our thoughts. Against our best intentions, we substitute the question, What do I think about this? with How do I feel about this?Unless you actively think about which mental shortcuts is best suited for the task at hand, you could end up making schwimmbad judgements when it matters most.Many s cientists argue that the best predictor of good judgment isnt intelligence or experience its the willingness to engage in introspection.Dont over-persevereYour decisions are tainted by the emotional investments you accumulate, and the more you invest in something the harder it becomes to abandon it.Do you think you make smart, rational decisions most of the time?Chances are good that even if you pride yourself on being rational most of the time, you still occasionally fall for the sunk-cost fallacy.The sunk-cost fallacy sees us continue to invest in an established project rather than cutting loose when something is over budget.Put another way, dont over-persevere.Quit early when it mattersIn psychologistDaniel Kahnemansbook,Thinking Fast and Slow, he writes about how he and his colleague Amos Tversky through their work in the 1970s and 80s uncovered the imbalance between losses and gains in your mind.Kahneman explains that since all decisions involve uncertainty about the future, th e human brain you use to make decisions has evolved an automatic and unconscious system for judging how to proceed when a potential for loss arises.We often dont quit early enough, says Kahneman.Behavioral economistDan Arielyadds a fascinating twist to lose aversion in his book,Predictably Irrational.He writes that when factoring the costs of any exchange, you tend to focus more on what you may lose in the bargain than on what you stand to gain.The pain of paying, as he puts it, arises whenever you must give up anything you own. The precise amount doesnt matter at first.Youll feel the pain no matter what price you must pay, and it will influence your decisions and behaviours.Stay in the present, and cut your losses.Plan for theworstDenis Waitleyonce said, Expect the best, plan for the worst, and prepare to be surprised.As paradoxical as it sounds?- ?The best way to shield yourself from nasty surprises is to anticipate them.We tend to make plans which are unrealistically close to bes t-case scenarios.We prefer to ignore statistics suggesting things may go wrong, and ignore the probability of whatDonald Rumsfeldfamously called unknown unknowns.Pessimists might already be great at planning for worst case scenarios.Persevere and by all means pursue your life goals, but you need to get some plan in place for when the unexpected happens.Some events, no matter how much you plan, will still be a major blow.The loss of a job, the diagnosis of a serious disease, or the loss of a home would be a major negative shock in anyones life, but proper planning ahead will make the difficult news easier to bear.Take a moment (and give your brain some time to think) before making your nextdecisionHeres the problem in our rapidly changing, high-pressured, distracting world, our working memory gets taxed.Your brains capacity is constantly overburdened and thus diminished in function over time.It pays to let your mind wander.Give it a break. This promotes the creative incubation proces s, giving you moments of foresight every now and then.According to astudypublished in the Psychological Science, the brains capacity for original and creative thinking is enhanced by stray thoughts, obsessive ruminations and other forms of mental load.The findings suggest that innovative thinking, not routine ideation, is our default cognitive mode when our minds are clear.Honing an ability to unburden the load on your mind, be it through meditation or some other practice, can bring with it a wonderfully magnified experience of the world?- ?and, as the study suggests, of your own mind.Idleness is not just a vacation, an indulgence or a vice it is as indispensable to the brain as vitamin D is to the body, and deprived of it we suffer a mental affliction as disfiguring as rickets, essayistTim Kreiderwrote in The New York Times.Everyone could use more white space during the week.Make a decision to make time. You wont create time for thinking if you dont actively make the time for it.Co mmit to spending a few hours every week on thinking and reflection.At some point in the week, stop, sit down and just think.The unexamined life is not worth living, Socrates observed.You can quickly make life more pleasant, more fulfilling if you slow down.When you enter a space outside the flow of targets and deadlines, you can start to focus on what is happening in your life right now.Fine-tune your routine to make rational thinking and metacognition a regular feature of your day.Taking just a fraction of a second more to make a decision could help improve your decision-making accuracy, according to a recent PLoS ONE study.Postponing the onset of the decision process by as little as 50 to 100 milliseconds enables the brain to focus attention on the most relevant information and block out irrelevant distractors, saidJack Grinband, PhD, associate research scientist in the Taub Institute and assistant professor of clinical radiology at Columbia University Medical Center.Even the smar test people exhibit biases in their judgments and choices. But with practice, you can anticipate and outsmart them by nudging yourself in the right direction when its time to make a life-changing decision.Before yougoIf you enjoyed this post, you will lovePostanly Weekly(my free digest of the best productivity, psychology, and neuroscience posts).Subscribeand get a free copy of my new book, The Power of One Percent Better Small Gains, Maximum Results.Join over 36,000 people on a mission to build a better life.Thisarticlefirst appeared onMedium.

10 Phrases to Drop From Your Vocabulary

10 Phrases to Drop From Your Vocabulary 10 Phrases to Drop From Your Vocabulary Researchers believe that the earliest spoken language was Mayan, which arose  around 7,000 years ago. Imagine, in 70 centuries, weve progressed to, and I was like,  really? Whether you are leading a team meeting, presenting to a prospective client, or delivering a keynote speech to a global audience, verbal mistakes will undermine  your credibility  and distract from your message. If you want to have  integrity  and  influence, consider dropping these phrases from your vocabulary: 1. Im Confused or I Dont  Get It Instead of putting all the responsibility on the other person, take co-ownership. Say, Help me understand your position, and remain open. 2. You Know What I Mean? and Does That Make Sense? Asking for constant validation chips away at your command. 3. I was like  or She was like The word like is an unsophisticated setup that gets in the way of your clarity and credibility. 4. Um, Ah, Uh, You Know Watch out for overuse of filler words. Practice pausing to counteract the clutter. 5. Ive Been Too Busy or I Started Writing an Email and Forgot to Send It Excuses are unattractive. Say, “ apologize for the inconvenience. You will have it by tomorrow. 6. Out-of-the-Box Thinking This phrase  should be retired. We cant escape all the buzzwords and buzzphrases, but ones like this have become boring through overuse. 7. You always Sweeping generalizations lack insight and get in the way of healthy dialogue. Be specific and avoid using vague blame tactics. 8. I Think We Should Kind of Do It This Way Tentative language waters down your presence as a  confident communicator. Make a solid recommendation and own it. 9. I Hate to Say This, but or  John Is a Good Person, but Dont try to disguise criticism with a layer of caring or say things that offer zero value. 10. Really? Its an all-purpose complaint that sounds like whining. Try making an interesting observation instead. If you want to have more credibility and influence, be, uh, like, you know, more intentional in your communication. Replace negative tones and lackluster words with positive tones and authentic,  appreciative words. Each new day is an opportunity to inspire greatness, so say something real. â€" A version of this article originally appeared on SUCCESS.com Lou Solomon  is the founder and CEO of Interact, a leadership communication consultancy that helps Fortune 500 companies (like Goodrich, Wells Fargo, and Duke Energy), CEOs, managers, entrepreneurs, and their teams be true to their authentic selves and advance in leadership.