4 Ways Apps are Increasing Productivity at Work

4 Ways Apps are Increasing Productivity at Work You might have heard of the slogan ‘there’s an app for that’, one used (and now trademarked) by Apple in 2009 during a series of TV ads they ran to promote the multiplicity of apps available on their ever-popular App store.  Well this slogan is especially true to productivity in your workplace. Whether you want to waste less time in meetings or manage your clients more efficiently fortunately theres ‘an app for that. Forbes report that nearly every brand feels the need to have multiple specialized apps, which already tells you the significance of apps within the modern workplace. Therefore we have piled together four significant ways apps have increased productivity in the workplace, and hope you might use one to improve your productivity. 1. Automation There are hundreds of apps out there you can utilize that will automate almost anything nowadays. Being able to automate different tasks is a significant time-saver, and time is precious at work! From social media schedulers like Buffer or Hootsuite, to a billing system like Mint that lets you automatically track all your checking accounts, credit cards and saving accounts in one central location. Your workplace is a more efficient place thanks to the plethora of automation tools out there. Your business will see a significant reduction in time wasted and a real increase in quality of work if you employ the right automated tools for you. They are really easy to find too, just search for what aspect of your work you need to do faster and more efficiently, and you will most likely find an app that will help you do just that. 2. Scheduling If you havent ditched your paper calendar for an online calendar app like Google Calendar then we feel sorry for you. A calendar in general is an integral tool when it comes to the productivity and time-management aspect of your work, but a calendar app like Google Calendar or Apple Calendar is paperless, less fussy and sync-able across all your devices. You might be a recruiter or an employer, and need something to help you schedule meetings and appointments. An app like Doodle or Calendly will help you do just that. Send prospective clients or employees an email of your available timings using Doodle, and they will get a simple interface of available timings to choose from. Whether youre an employee or employer, using a scheduling app will help you organize your time much more efficiently. So throw that paper calendar sitting at your desk away and get with the times! 3. Collaboration Similar to calendar apps, collaborations apps are all about mobility and accessibility. Online collaboration is essential to a modern-day workforce, as it means that employees dont have to be right next to each other to work together. Bain find that 15% of a businesss time is spent in meetings. Collaboration tools allow your workers to work remotely and share documents with each other from anywhere. Employees are able to communicate easier, but more importantly spend less time-wasting time on face-to-face meetings, and instead spending more time on more important tasks. Slack, for example, is a popular instant messaging and file transferring service I just started using at work. It has a ton of useful tools and it easily integrates with other vital work tools like Google Drive, Mailchimp, Trello, Twitter and more. 4. Customer Service Lastly, It is imperative you give your employees all the tools necessary to maximize their relationships with your customers. You probably already use a Customer Relationship Management (CRM) program such as Hubspot and Salesforce, which help you manage customer interactions and store valuable consumer data. Some CRM systems are more complicated than others, and we recommend you pick ones that have developed their program into an application. Why? So that your employees can access information and build relationships on their personal devices. This will lessen the time it takes for a problem to be solved, and in turn make your customers happier, and your employees more efficient. Don’t go overboard with apps though! Using too many apps at once risks not just losing the benefit of each app but also risks making your workplace less productive the exact opposite of why you employed the application in the first place!  We’d love to know what your favorite productivity apps are (as well as the ones you’d never use again). So just comment below and let us know!

Interview Can You Work Overtime and Weekends - Personal Branding Blog - Stand Out In Your Career

Interview Can You Work Overtime and Weekends - Personal Branding Blog - Stand Out In Your Career Of course, you can work overtime and weekends. The real question is: WILL you work overtime and weekends, WITHOUT being resentful? Will you work those nights and weekends with the same energy, diligence and good attitude that you are promising you’ll bring to the job every day? Wow, you might think. They haven’t even hired me for this job and its regular hours. Now, they want to own my nights and weekends, too? Actually, whether you do or don’t work overtime, many jobs depend on your so-called personal time to contribute to your productivity. When I was first hired at a mega ad agency, the CEO told me the company had a no-freelancing policy. “Everything you think â€"whether it’s while you’re driving, showering, or taking a walk: all that is ours. We are paying you for your ingenuity and your creativity. Most of that activity can’t go on during the day, because you are working. Your best thoughts are going to come after hours, and we own those,” he concluded. Ask any successful person enjoying a stratospheric career, or any entrepreneur and business owner. Their best ideas come when they are bathing their dogs, baking brownies and doing the assorted chores of life. Or they visit a museum, shop in a well-curated store or sightsee a new place. These are springboards for their relaxed brain to imagine and problem solve, whether its ways to be more productive or ways to develop new products. Who does own your time? And, how can you define what you will and won’t do after regular hours? Recently one of my coaching clients who is job hunting called me with his problem about working overtime and weekends. Lynden said, “I observe the Sabbath from sundown Friday night to sundown on Saturday. How do I explain in a job interview that I can’t work overtime and weekends during this time?” I recalled famous Los Angeles Dodgers pitcher Sandy Koufax. Koufax refused to pitch in the first game of the 1965 World Series because as Jew, that would have caused him to violate the religious practice of abstaining from work on the high holy day of Yom Kippur. Koufax went on to win the last two games of the series, including the championship-winning seventh game, pitching 2-0. Not only did the Dodgers accommodate him and keep him on the team for as many years as he cared to play, they re-hired him this year as a special advisor. Of course, my client Lynden had a more routine problem, since his Sabbath occurred each week. When asked if he could work overtime and weekends, I recommended Lynden reply: “Yes. On weekends I am able to work starting on Saturday, in the early evening. During weekdays, I can almost always work overtime, except on Tuesdays in Spring, when I coach my son’s soccer team.” You might be taking a class, have a regular yoga session, attend a book club or have other time you need to protect. You may even set aside certain hours to simply relax. In those cases, you may say, “Yes, I can work overtime and weekends. I am able to work (fill in the specifics).” This is a three-step communication. First, you say yes. Second, you define the terms by telling them what you can do. Third, you outline the exceptions. Do you have a problem with job interviews or job-hunting that you need help with, so you score the perfect position? I will help you. Email me at Nance@NanceRosen.com. Subject line: Hunt.

How to Obtain Decent Work

How to Obtain Decent Work I recently attended a conference that focused on career development and various current research trends in this area. One thing that surprised many individuals at the conference is the desire to seek decent work, and the concept of decent work for all individuals. Taken from definition of decent work as identified by the International Labour Organisation, the concept of decent work builds on the fact that work is central to a satisfactory life, including human health and wellbeing. When looking at decent work we need to ensure that individuals look closely at their own definition of decent work. The reason for this is that the perception of not being in decent work has a substantial impact on mental health as well as economic outcomes. Furthermore, what is decent to one individual is something that will meet their needs and this is destined to be different to the needs of all other individuals. So what is decent work? Decent work is work that provides us with opportunity to secure work that is fair in the sense of the income it provides, security to the individual and in the work environment that they are in and the protection for the employee and for those important to them. This will help them achieve financial security, health and wellbeing to a level that is seen as fair and satisfactory to them? Recent research also identifies that decent work will ensure that the three fundamental psychological needs are met which includes: The need for survival and power The need for social connection The need for self-determination What is the value of identifying what is decent work to you? As mentioned previously, decent work provides a great number of personal benefits. Most of all however, decent work provides each individual with the ability of being engaged in something that fulfils their individual needs. By identifying the type of work that you can class as valuable to you, you will be more engaged in the work, committed to lifelong learning about the work and willing to continue to focus on the development needed to remain engaged effectively in the work. Why is the concept of decent work more important now? The economic challenges globally mean that decent work may not be as readily available to people as it used to be previously. There is a great notion that decent work needs effective government intervention to ensure that there is appropriate policy that both creates jobs and enforces the environment that meets the requirements of decent work. This includes leave provisions, superannuation, health, flexibility and adaptability to suit the individual needs of their workers. As importantly however, decent work needs to ensure that the transition to less traditional employer-employee relationships such as contract work, outsourcing and portfolio careers can still deliver the financial benefits previously enjoyed in the traditional worker to employer relationship. Why should you look at what decent work means to you? We are all different. Our needs are different. What satisfies us and what we seek in our work environment is different. Our family models are different and our ability to work with different work approaches and styles whilst still meet our needs will vary. For this reason, we all need to look at clarifying what is decent work to our own environment. What do we need in our work to be fulfilled? What is the work environment that we seek for this? What economy do we need to be constructing our lives in to meet these needs? All of these factors will play a large part in making effective career decisions that support us in achieving our own decent work? What should we look at first? All aspects of career investigation take a great deal of personal assessment to understand. A good career plan will look holistically at what your needs are to achieve career satisfaction, and lead to the concept of decent work. When needing to achieve this the most effective place to start is to look at your career drivers, what is important to you that you need to achieve in your life to be satisfied. These drivers may be things such as material goods, spiritual enlightenment, recognised expertise, autonomy, team engagement etc. Once these are identified then you will be able to look at where are at in your career and if these are being achieved or not. These answers will lead to more questions about what is needed, when is it needed and how will it be achieved. How often should this be reviewed? As the world of work changes, economy and government influences change, and your own needs change, your personal concept of decent work will also change. This means that there is no expected end to analysing what decent work means to you and the career plan needed to achieve that. This should be the case throughout your career, and even in to retirement. This will ensure that you remain satisfied, committed to lifelong learning to achieve decent work and remain committed to the environment that fulfils this need for you.

Three Tips to Unleash the Creative Entrepreneurs in Your Community -

Three Tips to Unleash the Creative Entrepreneurs in Your Community - The Fourth Industrial Revolution is upon us. If you are wondering how to take on the challenges of a shifting global economy, investing in creative industries entrepreneurs tackles economic, civic, and social challenges and is found in every community in every corner of the globe. From Boston to Bangladesh, creative entrepreneurs are building companies at the cutting edge of digital fabrication, augmented reality, design and entertainment. The creative economy is huge. And growing. It generates close to $3 trillion in economic output annually. That’s more than the global telecommunications industry. What’s more, creative economy revenues are expanding 8-12% annually, varying by country. In the USA, the creative economy grew straight through the Great Recession, as opposed to all other sectors. Growth will continue as a global middle class rises, expanding demand for entertainment, digital media, and original content and experiences. Consider this: Cirque du Soleil was founded by two street performers who grew it into a global phenomenon and sold it for $1.5 billion to investment firm TPG in 2015. Lynda.com, acquired by LinkedIn in 2015, was started by Lynda Weinman, a graphic designer turned educator. Fashionistas, filmmakers, and foodies are launching creative companies that drive value for investors, and create high-wage jobs. The Creative Economy However, the creative economy is a sleeping giant. Thats because leaders and investors, community and economic developers have mostly left the creative economy on the sidelines, its full potential sitting dormant. Many leaders think only of “the arts” when they hear the word creative. However, today’s creative companies are anchored in technologies and digital innovations. Take for example Embodied Labs, a VR film company whose films help medical providers understand patient experiences, reducing costs and improving health outcomes. Or Beacon Hill VR, a software firm with artists and gamers on staff who create and bring to life animated AR characters. We suspect leaders overlook the creative economy because they are unfamiliar with its numbers. Creative entrepreneurs are market disruptors building a better and more inclusive future. The innovators behind creative companies are designers, coders, gamers, musicians, and engineers. Akin to tech founders, creative founders are driven by a desire to disrupt a market. Unlike many tech founders, most creative entrepreneurs are also inspired by social outcomes such as engaging disenfranchised communities, providing a living wage, and building culturally connected communities. The creative economy is being built by visionaries who strengthen regional identity, increase livelihoods, and build connected communities. So how can you unleash the creative entrepreneurs and talent in your community? Here are three tips to get you started: Find ambitious creative entrepreneurs who have been overlooked.   They might be building the next Cirque du Soleil but everyone else sees them as clowns. With fresh eyes, you might see a billion-dollar business in the making. I have worked with startups who became extremely successful entrepreneurs who have told us that early on “no one took them seriously” because they were designers, or filmmakers, or musicians. Host a small gathering with innovative creative founders and investors. Ask them to share where they believe your regional creative economy could be more competitive.  What assets and competitive advantages do you have that entrepreneurs and investors have already discovered? When we do this we find investors who are already working with creative companies. They are usually interested in further building out their portfolio along these lines. And the founders are excited to meet investors who share their vision for the region’s future. Assume you just don’t get ityet. Creatives are disrupting markets and they see a future the rest of us don’t see. Take for example the story of Meow Wolf, an “artist collective” based in Santa Fe, New Mexico. When Meow Wolf started out, they sought business support but were told more than once their venture should be a non-profit. They are artists, after all. Today, with over 1 million visitors and $15 million in revenues in less than two years, Meow Wolf’s out-of-this-world exhibit helped multiply their first investors’ funds  within three years. They recently close $17 million with a lead investment by Alsop Louie Partners from Silicon Valley. Meow Wolf is not alone in their ability to see a market before it has fully convened. Lee Francis, Founder of Native Realities, launched the world’s first Indigenous Comic Con to give indigenous youth a chance to see themselves as superheroes. Today Indigenous Comic Con and Lee’s publishing company Native Realities, are leading a global movement to reframe how indigenous youth see themselves in pop culture. 300,000,000 indigenous people are eager to move with them. Ivonette Albuquerque, Founder of Galpão Aplauso, in São Paulo, Brazil, believed she could build a world class theatre company employing youth living in São Paulo’s favelas. Today, she has trained over 10,000 youth. And nearly all of whom have gone on to find well paying jobs. The Fourth Industrial Revolution, like all good revolutions, is disrupting social and economic structures, forcing leaders to rethink old strategies and adapt to new realities. Relentless creativity and imagination will win the day. Fortunately, a giant ally is waiting in the wings. All you need to do is wake it up. This guest post was authored by Alice Loy Alice Loy is CEO and Co-Founder of Creative Startups. She is the author of Creative Economy Entrepreneurs, From Start Up to Success: How Entrepreneurs in the Creative Industries are Transforming the Global Economy. For more information, please visit,  www.creativestartups.org. Or connect on Twitter @createstartups.  

Certified Federal Resume Writing Service - How to Find One

Certified Federal Resume Writing Service - How to Find OneWhen it comes to finding a certified federal resume writing service there are some things you should keep in mind. Most of these service providers charge extra because they are not actual human beings. This means that they are able to do many more things than you would be able to do on your own.The hard part is trying to figure out how to differentiate the good from the bad. There are certain things that you should be looking for when it comes to a particular service. To make sure that you are getting the best possible results, here are some things to look for.*If they are not an actual person, then they cannot know what you need. They should not be able to give you any advice, because this would only push you to the next person. Ask as many questions as you can and get all the answers you can. If you have specific questions about certain steps in the process, then do not hesitate to ask them.* A good service will not just giv e you a generic answer about the same topic. Ask for recommendations for a better qualified person. Try to find a time to meet with them face to face so that you can talk about the hiring process. Sometimes this will happen through teleconferencing but sometimes it won't.* A good service will have a good online resume writing service. Make sure that it is up to date and current. If they do not meet this requirement, then you should move on to the next candidate.* Be prepared to supply specific experience and training in a specific field. In some fields, candidates will be asked to submit samples or even resume books which they can take home and start working on while the rest of the group moves on to the hiring process. If you do not provide a lot of specific experience, then you might wind up giving a generic answer. You want to stand out from the crowd so do whatever you can to provide that information.* Provide samples of any certifications that you may have in order to demonstra te that you have high standards. If they can't verify this, then you should find another place to get your job interview. Many times, the questionnaires will have similar requirements in order to receive a job interview so try to be specific.While the tips above may seem like common sense, being clear about what you are looking for will help you find a certified federal resume writing service that will fit your needs. Do not be afraid to take the initiative and to do your research before you actually go out and make that big first contact.

Teamwork Makes The Dream Work Improving Collaboration

Teamwork Makes The Dream Work Improving Collaboration A team that can’t work together is no team at all. They need to be able to share resources and information to better inform their work, as well as to recognize that their own workload and progress can create or eliminate barriers in another’s. Moreover, a collaborative workplace is one where ideas can be fostered by anyone, helping provide you with the best strategies and solutions. So, how do you create the collaboration you need? Lead by example If you want your team to trust one another, to hold each other to account, and to recognize the value of the work of the whole, you have to do the same. Amongst the most important things you should be doing for your team is rewarding hard effort, avoiding passing the blame, and taking responsibility for failed goals. If you lean too heavily on the “stick” part of the carrot-and-stick approach, then you risk creating a hyper-competitive workplace where every individual is only watching their own backs, instead of focusing on how to work together. Keep communication convenient If your team doesn’t have the right channels to communicate, then they will have a hard time getting answers to questions, sharing resources, and developing strategies together. You need to think of the different strengths of different mediums and foster the effective use of all of them. Email can be great for directly sending documents and other resources. Instant messages are great for quick questions and answers. For length conversations, unified communications phone systems from providers like Single Point Global can eliminate the need for the face-to-face, saving your team time and effort. Make sure they have all the essential channels available to them. It may be worth creating guidelines or sharing tips on how to best use them, too. Ineffective communication only leads to more errors and delays. Make sure everyone knows where they are Another tool that is, in part, about providing better communication is the project manager. For collaborative projects, whether it’s between one small team or a larger collective of different departments, tools like Basecamp can make a huge difference. For instance, they can help everyone see where everyone else is, in terms of progress towards a shared goal. A workflow map can also show where one team’s lack of progress might create a barrier to another team’s immediate objective, allowing the managers to get together to find a way through or around the problem, instead of wondering what the hold-up is. Encourage better interpersonal dynamics There’s no way of forcing colleagues to get along well. If issues develop, the best you can do is address and resolve them. But you have a better chance of a more harmonious, and thus collaborative, workplace if you work on creating the conditions for good team bonds. The jury is still out on whether team-building exercises really work. However, you can encourage socializing outside the office with things like a bi weekly meal with the team and use solutions like overlap zones in the workplace so that your team gets used to interacting each other much more easily. You can’t dictate whether everyone gets on well or even if they have a professional relationship. You can, however, offer them the tools and a positive workplace culture that can help those team bonds grow much stronger, so make that a priority.

Salary Transparency-Show Me Yours and Ill Show You Mine

Salary Transparency-Show Me Yours and Ill Show You Mine ABCs 20/20 recently ran a story on  salary transparency  and interviewed  Suzie Orman  and  Penelope Trunk  who advocate for full disclosure of all employees salaries. I cant agree that knowing the exact salaries of everyone in your office is a sound management practice and I cant imagine it would fuel retention or performance management strategies. In my opinion, the story misses the point of what salary transparency should be.  Salary transparency should be the disclosure of the possible range of salaries one can earn in a given position, not the exact salaries of each person in that position or department. This type of transparency can actually motivate and retain employees because it gives them a meaningful perspective on how the job is benchmarked and valued in the organization and what the financial trajectory in the position will be. Check out the  Compensation Force blog  post about how pay transparency can be better managed in an organization to better understand this proce ss. Salary transparency can also be a great recruiting tool and employment differentiator. Knowing the salary range of a position is one way to know if the job is a potential fit. Wouldnt you be more likely to apply to a position where you had an idea of what the salary range was? But have you ever noticed how many employers who post their jobs on the boards fail to include a salary range? My guess is that this is because ranges are not shared internally in the organization and posting the ranges would reveal inconsistencies in the current employees salaries. Every day I meet people from big, well known companies where employees never knew what their potential earning power in a position was.I keep hoping to meet that person who worked for a company that was forward-thinking enough to share their salary ranges. Unfortunately, Im still waiting.