3 Reasons Why Bring Your Dog To Work Day Should be Everyday

3 Reasons Why ‘Bring Your Dog To Work Day’ Should be Everyday With today being ‘Bring Your Dog To Work Day’, it seems an apt time to reflect on why having dogs at work can be a real asset to your business and more than just a meaningless fad to attract millennials. From a personal perspective, my work-life balance and general wellbeing have undoubtedly improved since getting my beloved Cockapoo Dexter in 2016. His arrival led to Perkbox becoming a dog-friendly office and we haven’t looked back as a company since, with a new furry addition in the office every couple of months. So what is the dogs at work ‘hype’ all about? 1. Dogs at work act as a wellbeing booster Some research we carried out into the topic here at Perkbox, found that dogs help employees with both their physical and mental health. 65 percent of those surveyed say dogs at work encourage them to take short breaks from their desks, increasing their productivity and overall wellbeing. I suppose this helps explain why Dexter became ‘Chief Happiness Officer’ shortly after joining Perkbox, with the responsibility of giving cuddles and bringing a smile to the face of our employees. From a personal perspective, Dexter has acted as a great conversation starter with colleagues and allowed me to expand my network of friends at Perkbox outside my team. It seems I’m not alone 72 percent of those surveyed in our research agree that dogs provide a great way to get chatting to others who share that passion with you. These benefits may be amongst the reasons why more and more companies are becoming friendly, including companies such as Google, Amazon and Airbnb. 2. How they help promote a healthy work-life balance Dogs in the workplace encourage employees to be more aware of their work-life balance. Pets need to go outside during the day and provide a great reminder for employees to take a quick break from their desks and clear their heads at work. For me, having a change of scenery has stimulated creative ideas and new solutions to problems I have been working on. What’s great is that this benefit can extend to non-dog owning employees too, by encouraging them to have some doggy therapy, which is a great stress reliever. Employees will become much more productive as a result, numerous studies have found. 3. How they can help signal your employees you care Implementing a “dog at work” policy is a way to show your employees you care about them, not just inside work but outside of work too. At Perkbox for example, one of our values is ‘it’s not a job, it’s a family’. When I first received permission to bring Dexter to work, it truly did demonstrate this value to me as an employee, as did the way everyone embraced him with open arms. Perkbox truly felt like a family. From a personal finance perspective, working for a dog-friendly company also helps save money in looking after Dexter, an added bonus! Paying for a dog walking service or doggy daycare can be a large expense, especially when working long hours or if you have a lengthy commute. And finally, let’s not forget that a dog-friendly policy can also act as a recruitment tool with 42% of millennials say they’d enjoy having a canine companion in the workplace. So, if you’re still not a dog-friendly office, what are you waiting for? Dogs aren’t called ‘man’s best friend’ without good reason! About the author: Sam Monk Wilson, is a Senior Corporate Account Manager at Perkbox.  

Resume Writing Rules For Consulting and Networking

Resume Writing Rules For Consulting and NetworkingThe writing rules for consulting are different from what a regular job candidate might face. Because of the nature of consulting jobs, your resume must clearly spell out how your past experience helps to get the job done. This is an important point that you need to emphasize and which needs to be clearly stated in your resume.As you will see in the following paragraphs, there are certain characteristics that have to be considered when writing a resume. Any professional in the field can do better than someone who has not put much effort into it. For instance, if your experience is in construction or something similar, you need to clearly indicate this in your resume. If the past job experience is similar to the job that you are applying for, it might not be the best option for you.However, if you have a list of previous job experience, your ability to complete the task may not be as good as your previous work experience. In addition, i f you have any gaps in experience, it may be time to look for other career options. Similarly, if you have worked as a consultant before, you need to mention this in your resume so that people will know what they are getting in to.Next, your resume should clearly state what your role was in past projects. Most consulting firms prefer their consultants to have the ability to assess situations and then come up with solutions to solve them. In fact, this is the only way that they will be able to bring about results. You should have the ability to identify problems and then come up with solutions.It is also important to note that what you write in your resume is what matters more than the actual work experience that you have. You need to list all the tasks you performed and the results that you got from each one. This will help people judge you on how well you can do the work and when.The other thing to consider is what was the kind of job that you did. If you are looking for a position as a project manager, for example, your resume should state that you were the project manager. Make sure you include what the project was, what was completed, and how long it took. You need to have a statement in your resume that sums up your experiences.You also need to use a direct approach to the job opening that you are applying for. Some employers may want to see specific documents that you will submit after you receive the job offer. Therefore, you need to give them these documents in advance.Finally, you need to follow the resume writing rules for consulting and networking. Your resume must clearly state what you have done in your previous jobs. This will provide your potential employer with the ability to understand your skills and abilities. Also, they can see the different roles that you have played within the industry and can judge how you fit in with the rest of the group.

Is Age Discrimination Real

Is Age Discrimination Real Age discrimination is a hot topic with employees and job seekers these days. If you have ever been job hunting after age 40, the chances are you felt some jobs passed you up because of your age. Before believing age discrimination is real based on personal experiences or LinkedIn posts, we offer these perspectives.Age Discrimination LawThe US Equal Employment Opportunity Commission defines Age Discrimination (or Ageism) as the following:“Age discrimination involves treating an applicant or employee less favorably because of his or her age.”Ageism in the workplace is something that happens to everyone. Many think of Ageism as “something only older employees deal with.” The reason could be only one law exists addressing it. Yet, it applies to a particular age group:“The Age Discrimination in Employment Act (ADEA) of 1967 protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment.”The Young and Old Problem of AgeismSeniors are living longer, retiring later, and working well into their late-60’s and early 70’s to save money. Advancements in technology and healthcare have made it possible. The average lifespan of Americans has also dramatically increased since 1967. Living longer means retiring at age 65 can result in not working for the next 15 to 20 years! A career in retirement is not appealing to those who enjoy working and saving money.Consider these interesting stats according to the AARP:58% of employees believe ageism starts at 50 (not 40). 48% of employees believe it is harder to find a new job after age 40. 92% of employees believe ageism is common and real. Only 15% of employees are uncomfortable with a boss over 70 years-old. Only 5% of employees are uncomfortable with a boss under 30 years-old. Employees under 25 years of age are twice as likely to experience ageism.Does It Happen to Everyone?Th e above statistics show that most people welcome age diversity. But, at the same time, they claim discrimination happens to everyone. How is it possible for something to happen if no one is doing it? The answer is found in this statistic:Since the 1970’s, studies of employees repeatedly show a person’s age negatively influences advancement, selection, evaluations, and communication skills.The reality is ageism is the result of a work culture and society conditioned to believe people are incapable of certain tasks due to their age. This fear becomes a reality the more people avoid communicating with those outside of their age group.Age Discrimination Is a RealityUnfortunately, discrimination becomes a reality because people fear it is real. Fear breeds conflict, and as a result, companies will see investing in cultural diversity as too costly.There is good news. Companies are discovering that diverse age groups that work together are more productive. These companies realized that hiring younger workers brings fresh perspectives. Those hiring older workers realized why older workers tend to be more productive, loyal, and offer more “life experience.”A company that discriminates based on age is saying “No” to experience, new perspectives, and a diverse, productive work culture. Until that changes, everyone will have to deal with discrimination against their age at some point in a career.

How to Deal with Conflict in Life and Work

How to Deal with Conflict in Life and Work Life would certainly be easier if we all got along with each other, wouldn’t it? On the surface, people are ready to agree, nod and even go along with what you propose. In reality, the situation is vastly different. Life and work continues to teach us that we react to conflict in a visceral manner. The reasons are many â€" the potential of being disliked, vulnerable, ridiculed and even cast out is real. For some, the fear of the unknown or unexpected can be paralyzing.   What if you are stuck with figuring out the uncharted territory? For others, strong emotions associated with conflict might be overwhelming. What if the issue escalates quickly and virulently? When asked what a life without conflict might look like, most participants in a recent leadership seminar responded: “boring, without excitement,”   “complacent, no growth,”   “low stress yet uninteresting,” “dull without propelling tension.” Isn’t that a human paradox? While conflict can irritate, it can also beckon. While conflict can bring out the worst in people, it can also bring out the extraordinary. While conflict can make us resist, it can also expand our understanding. While conflict can divide, it can also unite. As participants discussed ideas and practiced on examples of conflict from their work, here is what I observed: There Is No Single Truth Yet each person’s truth is valid, mirrored in their individual belief, experience and understanding.   It reminded me of a quote by Anne Lamott, “Reality is unforgivingly complex.”   What transpired in group practice was the intense awareness that multiple realities co-exist uneasily and simultaneously, much like a dormant volcano.   Each reality is fiercely guarded and defended; each voice supported by experience and assumptions; each idea the right one.   What might help towards a shared truth? Without comment, allow each idea to surface and sit on the table-if people resist your invitation to speak up, have them write down their perspective and include it on the table.   Suspend disbelief, judgment, and blame to create an environment of ownership and influence.   Allow silence to work its magic as people reflect on the path they have followed to come to their reality. Offer powerful questions for the group to consider.   I like to give folks colored sand to use as “magic dust” as they sprinkle it on their conflict to come up with ideas that could be life-changing and effective.   What are some of your favorite questions to ask? Showing Up Matters Yet it is easier to hide or duck.   It is certainly the safe option.   However, I believe that the risk here is worth taking because, as trite as this sounds, if not now, then when? If not you, then who? Hold your advice and first, have a frank conversation with yourself.   Make a choice to be wholeheartedly present, without ego and assumptions.  This behavior is probably the hardest to practice, especially with no easy win in sight.   What has helped you practice this behavior? Jiddu Krishnamurthy, a philosopher, once said, “In the beginner’s mind, possibilities are endless.   In the expert’s mind, possibilities are few.”   Be the beginner, in each conversation to explore and uncover a mutual “yes.”   A beginner in a conversation assumes that there is something new to be learned, an idea to be challenged or a different perspective to be gained.  â€œWhat if?” is a good place to begin because it unleashes imagination and gives us permission to wonder aloud without the stress of coming up with the “right” solution. Seth Godin caught my attention when he introduced the word PARCOSM into my vocabulary, a word that means to create an ornate, richly detailed imaginary world â€" something I believe has universal appeal and might quickly bring conversations back to the essentialsâ€"what can we do collectively to create greater good and how might individual talents be harnessed? Each Conversation is Hard Work The moment one barrier is removed, another pops up. The moment a tenuous agreement is reached, it breaks. The moment you think you have made a friend, egos clash. Yet, each conversation is worth our time and attention because the only way out is through the mess in a dedicated and disciplined manner. How have you made this easier on yourself? Be authentic and true to yourself  Being honest in everyday interactions is hard work because of work politics, cultural norms and importantly, the invisible shield of defensiveness each one of us carries into these interactions. In a recent conversation, I heard a colleague say, “Honesty isn’t optional.   Timing perhaps is.”   I would add paying attention to your language, specifically the words with which you choose to enter conversations.   Take an inventory of your vocabulary to identify words that create a space for engagement and those that drive conversations away. What is the return on investment to you each time you have an authentic conversation? This is a deeply personal reflection because it requires coming out of the hiding, with blemishes and all to get past the bumps and create extraordinary results.   What are you willing to openly confront and possibly give up so that it frees you to remember why you bother? I’d like to hear your thoughts! Please leave them in the comments below. Thanks for reading.

Building A Resume Using Resume Goal Statements

Building A Resume Using Resume Goal StatementsOne of the key tools in building a good resume is to make use of well written resume goal statements. Goal statements can be used for two reasons. It can either be to convey a more specific mission or to relay the vision of your career goals.The first benefit is that a goal statement can direct your attention to a specific location on the page. By stating your goal, you can select a different section or column. For example, if you have only one or two goals, it would make sense to insert them on a different page of the resume. However, if you have a few significant goals, you could use a separate column to write them out.The second benefit of using goal statements is that they can help draw your reader's attention to what you want to convey. For example, if you are setting a larger personal ambition as a part of your goal statement, the reader will be motivated to read further. In fact, they may be more inclined to click on your resume.Th e final advantage is that you can draw in a visitor by explaining how you arrived at the goal. For example, if you reached your current position by traveling from one place to another, you can mention that as a goal. On the other hand, if you read something you liked at a college bookstore and it piqued your interest, you can include that goal as well. By doing this, you will be drawing in attention to your goal, rather than simply stating it.Using goal statements is an effective tool in building a good resume. However, they are not an absolute necessity. An effective resume can be built without goal statements. Of course, it will require some more legwork, but you can do it with a little effort.Make sure to indicate your main goal in your action plan. For example, let's say you are going to get your current job by moving up in the company. You need to indicate that as your main goal. If you do not include this in your resume, your potential employer will find it hard to connect you r goal with the action plan you will be following.You should also include an action plan of sorts when talking about your current job. However, you should not list your long term goals or long-term expectations. Instead, you should make it very clear that you are trying to make more money, etc. This is because your goal statements will become much more relevant if you include those details in your goal action plan.Don't put all of your eggs in one basket when it comes to your career goals. You should include them for starters. After that, you should be including them as part of your strategy for keeping your professional goals in line with your career goals.

Is Your Name Hurting Your Chances of Landing a Job

Is Your Name Hurting Your Chances of Landing a Job My son has a name that is very common in some parts of the world but not very common in the United States. When you hear a persons name, do certain thoughts and associations come to mind? I started thinking about how birth names might affect a job seekers candidacy and wondering if they can actually play a role in the hiring process or lead to discrimination. Here are three situations where I think in some cases, a job seekers name could potentially influence the hiring decision.Names associated with a generation I recently read a list of the top baby names for the last decade. Some of the names for girls that made the list this decade were Madison, Cheyenne, Sydney, Destiny, Makayla, and Brianna. Forget about finding names like Karen, Donna, Debra, and Barbara high up on the list. They are the names of generations past. It makes you wonder if hiring managers will try to peg the age of a candidate once they hear their name and if their decision to bring that person in for an intervie w could be influenced by this.Ethnic sounding names Names that have come to be associated with another culture or are hard for some to pronounce may be scrutinized more than those that are more mainstream American. Ive had clients tell me they Americanize their name on their resumes to avoid this. And remember all the media around President Obamas middle name Hussein? Is it possible that candidates are being judged on their names on a regular basis and this impacts their ability to land the interview?Names shared by multiple people In this Internet age, more and more hiring managers are surfing the web, typing the names of applicants into search engines and reviewing the results before they even call the applicant in for an interview. But what if your name is Fred Smith or Mary Jones? How many pages of results will the hiring manager need to sift through before finding the right one? And will they have the patience to do this or will it just be easier to move on to another candidate ?Im certainly not recommending that anyone change their name, but I think the nuances of a name are important to pay attention to during a job search. If you have a difficult-to-pronounce name, you can try including your American nickname in parenthesis on your resume or just use an abbreviated form of your given name. If you have a common name, you can use your middle name to further differentiate you from all the other people who share your name. And if you think your name somewhat dates you, try to include content in your resume that proves that your skills are relevant in the current economy.Obviously we are more than our names and we want to presume that hiring managers have good intent when screening applicants. But it doesnt hurt to ask ourselves Whats in a name?

Strategically Grow Your Network

Strategically Grow Your Network 4 Ways To Strategically Grow Your Network You dont have time to waste. So what can you do to more strategically grow your network? Be purposeful. That means you need a plan. And it is always better to begin this process before you are in dire need (like when youve been laid off or are about to graduate or hate your job!) 4 Ways To Strategically Grow Your Network 1. Create A Bucket List Brainstorm the people you have always wanted to meet. These folks may be local or perhaps they are industry legends. It doesnt matter. Put their names on your list. Well worry about how to meet them later. You can find more ideas on how to construct your bucket list by reading Who Do You Need To Know. 2. Target Company Insiders There are companies youve either always wanted to work for or have heard good things about. They may even be competitors. These are what I mean by target companies. Even if you are happy in your role, you should think about identifying target companies. If you know names of people who work there, list them. If not, you can research them on LinkedIn. 3. Your Current Network People in your current network know lots of people. In order to discover who your network knows, you need to re-engage with your network. Make a list of all these people. Sure, you have your email contacts and your LinkedIn connections, but dont forget about the many other people you know! Create a spreadsheet with these names and rate your relationship with them. For example, 1 = strong, 2 = acquaintance/casual, 3 = weak   4 = target but unknown 5 = referral. This is just one example. You may have your own system. When starting out, you want to tap your strong ties first. They tend to be more forgiving and helpful which is just perfect if you are new or uncomfortable with this networking adventure. You need practice before meeting with higher-stakes networking contacts! 4. Networking By Getting Out Some of the best networking just happens by chance encounters. It may be a trip to the store, a volunteer assignment or maybe an industry meetup. The more active you are, the greater your chances of fortuitously meeting new people. (Check out this list of networking activities) Take It Slow Keep this in mind before you start reaching out! Your first meeting with someone, whether it be at an event or even over coffee is supposed to be about building a connection.   Sometimes that happens, sometimes it doesn’t. Dont ask for too much during your first encounter. Take it slow. The same is true when reaching out to someone you dont know via LinkedIn or email. You want to connect first and then follow up with your request for a phone call or meeting. Dont come across too aggressive. Research On LinkedIn Once youve found the person you want to meet on LinkedIn, read their profile in depth. Look at articles they have liked or written on LinkedIn. Youre trying to get a sense of what is important to them. You may be able to use this information during your meeting. Look at their work history and education. Are there any parallels to your experience or education? See who they are connected to. Do you know people in common? Using the name of a mutual connection can warm up a cold call/connection request. And dont just research on LinkedIn, check other social networks like Facebook and Twitter (which are relatively easy to search). See what updates they are sharing. It may help you craft your outreach message. Plan Your Message Theres one question you want to ask yourself before you reach out to each person on your list. How can this person help me? Your answer may be one of these: We worked together, they know my work and may have leads. This person knows A LOT of people, so they can help spread my message or provide referrals. This person knows the industry and can share insights. If you dont know exactly how the person can help youyet, dont eliminate their name. Sometimes reconnecting is nothing more than staying in touch. Remember,   you are reaching out to establish (or re-establish) your relationship. Relationships are all about trust. In fact, 83% of people say they trust recommendations from friends and family according to  Nielsen Global Trust in Advertising Report 2015.   Know How To Describe What You Do You want to use a clear and simple message to describe yourself (and what you do). Its your value proposition or brand statement. It contains these three things: What you do (the problem you solve) Who you help How you do it uniquely It has to be easy enough for anyone to understand AND remember. So avoid using technical lingo, acronyms, industry buzzwords, or being vague. (Theres time for more details about your skills later. Be patient). If you are transitioning into a new role, you dont need to introduce yourself by telling that part of your story. Stay focused on the transferable nature of the problem you solve. In other words, think big picture. If you want to try a shorter, more engaging pitch, learn more about the micro-pitch. Writing Your Email I suggest you send a regular email. Try not to use LinkedIns InMail or messaging because most people dont check LinkedIn very often. However, I realize that in some cases LinkedIn may be your only option. As you craft your brief outreach message, keep in mind how important the subject line is. Keep it short and make it interesting. Especially if the person doesnt know you. If you dont know the person well, either remind them of how you met or explain where your interests overlap or how youve heard of them. Next, state your purpose for wanting to talk/meet/connect with them. You can also read How To Ask For An Informational Meeting. Youre looking for advice, information or recommendations! (Not a job).   The more specific you are in stating the purpose, the more likely someone will be to accept. A vague or general request for a meeting often puts people on alert as they have experienced one too many bait and switch meetings (a meeting where the person tried to sell them insurance, asked for an introduction to the CEO or flat out asked for a job). Make it super simple to schedule a time with you. Include dates and times that work well for you. This will help solidify the request. Thank the person in advance! Youre done. But do make sure your email includes a signature block. Heres what to include. Make This A Habit Dont wait for a crisis to grow your network. Build time into your calendar to re-connect and reach out to new people regularly!