Sunday, May 31, 2020

A Yucky Way To Go Julie Roehm, Wal-Mart

A Yucky Way To Go â€" Julie Roehm, Wal-Mart I know there are two sides to every story, but reading about Julie Roehm anywhere leaves me with a bad taste in my mouth. It reminds me of my first real job as a programming intern where Id see an exec escorted out (two thugs on either side, a box in his hands). The e-mail we got about 30 minutes later would say Mr. So-and-So has chosen to pursue other interests and then go on and talk about great things they could or would do (or something about take some time off). We all snickered (the intern group was full of snickerers!) as none of us bought the idea that they chose it on their own! But at least in those days, that was the end of it, wed never hear about it again. I kind of disgusted to see Julie Roehms plight all over the press and blogs (press = formal; blogs = informal) in the way that it is I had never heard of her before but now I know that she is unruly Julie, a change agent, and she was the one at Chrysler that signed them up as a sponsor for the lingerie bowl. So she rocks the boat I can understand that business is crazy. But Wal-Mart knew who she was before they hired her. There are a few lessons to learn here. Liz Handlin does a nice job talking about what we can learn focusing more on company culture and termination issues. I love how she says that it may have been more of an issue of Roehm and Wal-Mart being culturally incompatible, as you want to make sure that you are a fit for the company as much as the company is a fit for you. I just want to leave one little thought to chew on what happens when its over? I imagine that many of my blog readers wont be on the front page of any major newspapers, but still in small communities (either small towns or very tight-nit industries) the last thing that you need is some kind of smear campaign to tarnish or destroy your personal brand. If she were her own company she could take years to recover. Roehm had a chance to make a huge difference at Wal-Mart, and Im sure she was pushing many envelopes at once (isnt that what she was hired to do? Wasnt she brought in as a change agent?) and that would have been part of her huge legacy. But now she has lots of damage control to do. Im guessing shell play the they hired me to do a job but didnt let me do it or we just werent a good match and Im also guessing there will be a lawsuit. I wont be on the edge of my chair because I dont really follow this stuff, but I found it interesting as a general topic. What are the lessons to learn here, from an employees perspective? How would you handle the ensuing issues, if you were Roehm? (and notice we dont hear much about the other guy Sean Womack hm?) A Yucky Way To Go â€" Julie Roehm, Wal-Mart I know there are two sides to every story, but reading about Julie Roehm anywhere leaves me with a bad taste in my mouth. It reminds me of my first real job as a programming intern where Id see an exec escorted out (two thugs on either side, a box in his hands). The e-mail we got about 30 minutes later would say Mr. So-and-So has chosen to pursue other interests and then go on and talk about great things they could or would do (or something about take some time off). We all snickered (the intern group was full of snickerers!) as none of us bought the idea that they chose it on their own! But at least in those days, that was the end of it, wed never hear about it again. I kind of disgusted to see Julie Roehms plight all over the press and blogs (press = formal; blogs = informal) in the way that it is I had never heard of her before but now I know that she is unruly Julie, a change agent, and she was the one at Chrysler that signed them up as a sponsor for the lingerie bowl. So she rocks the boat I can understand that business is crazy. But Wal-Mart knew who she was before they hired her. There are a few lessons to learn here. Liz Handlin does a nice job talking about what we can learn focusing more on company culture and termination issues. I love how she says that it may have been more of an issue of Roehm and Wal-Mart being culturally incompatible, as you want to make sure that you are a fit for the company as much as the company is a fit for you. I just want to leave one little thought to chew on what happens when its over? I imagine that many of my blog readers wont be on the front page of any major newspapers, but still in small communities (either small towns or very tight-nit industries) the last thing that you need is some kind of smear campaign to tarnish or destroy your personal brand. If she were her own company she could take years to recover. Roehm had a chance to make a huge difference at Wal-Mart, and Im sure she was pushing many envelopes at once (isnt that what she was hired to do? Wasnt she brought in as a change agent?) and that would have been part of her huge legacy. But now she has lots of damage control to do. Im guessing shell play the they hired me to do a job but didnt let me do it or we just werent a good match and Im also guessing there will be a lawsuit. I wont be on the edge of my chair because I dont really follow this stuff, but I found it interesting as a general topic. What are the lessons to learn here, from an employees perspective? How would you handle the ensuing issues, if you were Roehm? (and notice we dont hear much about the other guy Sean Womack hm?)

Thursday, May 28, 2020

What to Avoid While Writing a Resume

What to Avoid While Writing a ResumeIf you're someone who has never really sat down and wrote their resume, you may be surprised at the things to avoid while writing one. For example, some people may do some type of sports activity as a part of their job training, but this is not an accurate way to describe it.Typically, when employees are required to participate in sports activities, they will be called up for performance reviews. If you're working at a company that offers sports activities as part of your job training, you might be forced to submit a 'resume' for review. Here are some things to avoid while writing a resume, which is going to come into play when your resume is reviewed.o Things that are actually negative can show up, too. If your performance is poor, this may be used against you.o Make sure that you make an effort to show proof of your business acumen. Showing past business experience or certifications is a good thing. However, if you are not willing to show proof o f your business acumen, you are going to have a problem.o When choosing topics, try to include things that show your work knowledge or business development experience. Anything with a focus on the latter is going to be preferred, but don't go overboard with the former.o When writing about your past employers, it's best to focus on only those that are relevant to the job. Don't go into detail about people that do not even apply for the position, because it may be difficult to show the difference when the interviewer asks questions about these people.o Be careful about making the mistakes that many other applicants make, such as not focusing on the things that are important to show when they are trying to prove business communication skills. This is something that can really hurt your chances of getting the job.These are just a few of the things to avoid while writing a resume. They can all be easily avoided if you follow the guidelines laid out here.

Sunday, May 24, 2020

Why You Should be Considering Russian-Speaking Tech Specialists

Why You Should be Considering Russian-Speaking Tech Specialists The sphere of information technology is the worlds most rapidly growing. Almost every company needs IT specialists. The demand for developers is so high, that employers are actively competing for IT specialists. Since a great number of high-tech companies and startups are focused in Europe, the shortage of IT specialists is particularly acute in this region. How to solve the problem? European IT companies deal with the issue by hiring international specialists. One of the best options for the European IT market is to employ Russian-speaking specialists. There are several reasons: Specialists from Russia, Ukraine, and Belarus are “hot” candidates. They consider job offers in Europe with enthusiasm since the region has a high standard of living, competitive salary, and high demand for IT specialists. Russian-speaking expats are close to Europeans in terms of mentality. They easily adapt to a new place and do not experience a severe “culture shock” when moving. Russian developers are considered to be the worlds best specialists. According to data collected by Hackerrank  Russia ranks second on the list of the best IT specialists, as there is a very good technical school in the country. Chinese developers hold the top spot. However, it should be noted that most of the Chinese experts don’t know English, are not always ready to relocate and differ from Europeans culturally. Therefore, it is more efficient to hire Russian-speaking IT specialists. Difficulties To relocate a specialist from another country, you need to have time, patience and money. The process is rather complicated, that is why it is better to prepare in advance in order to be aware of all the relocation pitfalls and features. So, to transfer a specialist to another country, it is necessary to: prepare the documentation package; Each country has its own list of documents. For example, in order to relocate a specialist to the UK, an adopting company is obliged to have a sponsor license. In some cases, an employer has to convince European consulates of the absence of a specialist with a similar background by providing the appropriate documents. I also recommend making sure that the candidate has all the necessary documents and his passport is not expired. reconcile visa issues; Sometimes a candidate has problems with getting a visa. Consulates refuse to grant a work visa to a specialist or a member of his family. In this case, you need to either search for a new candidate or face up to the challenge. This will slow down the relocation process and may involve heavy costs. test the candidates English or local language knowledge; Some countries, like the UK, demand from a candidate to pass the language test. You will spend not only more time but also money. Take it into account. organize the specialists relocation; To hire international experts is precisely more expensive for an employer than to hire local ones. The employer pays the specialist’s and his family members passage, visas, accommodation. Overall, it takes three to four months to relocate a specialist. From my experience, the minimum period for which the developer was relocated was a month and a half. By the way, the speed of filling a job opening depends largely on the employer. If the customer swiftly reviews CVs and gives feedback, the chances that the specialist will quickly get started are quite high. Risks The specialists relocation is attended with certain risks. The employer should take it into account. Since interviews are conducted in the online mode, you or a specialist may get the wrong impression about future cooperation. The candidate may not be competent enough for you. Youll have to train him, spend more time on adaptation. The specialist may get disappointed in the company or not blend into the team. Therefore, it is desirable to meet face-to-face for the final interview. Personal acquaintance with the candidate will provide greater confidence in a long-term cooperation. In some cases, an expat and his family members may simply not settle down in the country and return home. However, according to my agency data, in 90% of cases, specialists easily take root in a new place. Russian candidates don’t experience “culture shock” and quickly adapt to new conditions. Tips and recommendations Hiring a foreign IT specialist will not be difficult for you if you hit the right path. I advise you to follow three simple rules for success: Resort to specialized recruitment agencies, because they know the local market and speak the same language with the candidates. They are well versed in the issue and will simplify the relocation process for you. Don’t take too long with staff recruitment, especially if you select a specialist from Russia. There is an active struggle for developers in the country, so there is no time to spare. Make competitive offers. Developers are more likely to move with the family, so they need to have a rather high salary to keep it. The relocation of Russian-speaking IT specialists to Europe is becoming an increasingly popular way of recruiting staff. If you can’t find the specialist in your region look for professionals in other countries. This is a good way to solve a problem, and, in truth, quite simple if everything is done correctly. About the author: Tatiana Melnichuk is the head of the international IT recruitment agency Lucky Hunter. For more than 10 years shes been recruiting staff for IT companies all over the world, holds lectures and training courses. She knows how to recruit the best IT specialists, where to find them and what to do if you need to relocate a specialist to your country.

Thursday, May 21, 2020

How to Get Ready for Generation Z - Personal Branding Blog - Stand Out In Your Career

How to Get Ready for Generation Z - Personal Branding Blog - Stand Out In Your Career In a few years, a new generation, Gen Z, will take over the work force. Unlike any other generation, this generation was born with technology so they are true digital natives. They can do many things in seconds using their phones such as editing a document, buying a plane ticket, taking photos and videos and then, posting them on social media. Therefore, their relationship with technology is very deep. This generation’s entrepreneurial spirit also exceeds Millennials because they witnessed how tiny startups founded in college dorms became multibillion dollar companies. Therefore, they want to be innovators and found their own businesses early on. However, as an employer, you can also create the right environment for Gen Z at the workplace where they will feel innovative, digital and socially engaged with their coworkers. Below you can find tips for how. Give Them Responsibility: Gen Z is more pragmatic and realistic compared to Millennials because they grew up facing major financial crises and saw how their parents suffered. Therefore, they are more responsible. For this reason, you can give them the responsibility of a task or a project, doesn’t matter big or small. If you also guide them throughout this task rather than giving them orders, they can learn from their mistakes and be more beneficial to your company in the long run. Face to Face Communication is Important: Unlike the common belief that Gen Z is all about being virtual, they actually enjoy face to face communications. They like to be social and part of a group. It is not all about “Me me me” like Millennials but it is more about the community. Therefore, create open workspaces and innovative environments where employees can gather together and work toward completing a task. In this way, Gen Z can feel involved and part of a team. Mentor Them: Gen Z is very new to the workforce and therefore, they need some advice and feedback. Keep them on track with frequent feedback. Don’t micromanage or mandate them what they should do. Instead, guide them through their roles in the company and give them the freedom they need to learn and grow on their own. Also, this generation is innovative by nature. Thus, giving them room to grow and letting them work on new ideas or projects that they think will benefit the company, can create new opportunities for your business.

Sunday, May 17, 2020

11 Tips for Creating Your Brand vs. Observing Competitors - Personal Branding Blog - Stand Out In Your Career

11 Tips for Creating Your Brand vs. Observing Competitors - Personal Branding Blog - Stand Out In Your Career Whats your best advice for deciding how much time to spend on creating your own brand vs. monitoring the competition? Young Entrepreneur Council (YEC) is an invite-only organization comprised of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year and have created tens of thousands of jobs. Learn more at yec.co. 1. Focus on Whats Best for Your Brand The most important thing about building a personal brand is to build the right one for you and your business. I wouldnt worry about competitors or even other entrepreneurs as every person and company is different. If you see someone do something really smart or see them continually collecting speaking engagements, etc., perhaps then look at mirroring success, but overall, focus on you. Carlo Cisco, SELECT 2. Lead â€" Dont Follow If you spend too much time investigating what others are doing, youll end up following their lead. People with great personal brands didnt build them by spending all day watching other peoples social media. They observed the world, thought and then created content from an authentic position. Spend your time creating worthwhile content that justifies its own existence. Justin Blanchard, ServerMania Inc. 3. Create a Comparison List Create a comparison list with your top few competitors so you know your strengths and weaknesses. Be thorough and include every feature, big and small. Once you have your list, theres no need to spend more time comparing, because you can now focus on your strengths to continue widening the gap and fill in any holes youve found. Stephanie Wells, Formidable Forms 4. Make a List of Questions Monitoring your competition will eat up less of your time if you can streamline exactly what information is pertinent to you and what youre seeking to gain from said information. Making a list of questions to ask yourself as a standardized guideline should provide you with a model that allows you to predict and plan how much time you need and want to dedicate to your competitive research.   Matthew Podolsky, Florida Law Advisers, P.A. 5. Focus on What Motivates You Does monitoring your competition inspire you and give you great ideas? Great! Do it more often. Does it make you feel discouraged? Limit it, and focus on your own brand instead. Its really that simple for me. Your motivation, passion and drive are the most important elements of your success, so focus on activities that feed them, and limit activities that drain them. Amine Rahal, Little Dragon Media 6. Create an 80/20 Rule It can be tough to balance the time you spend working on your own projects and studying the competition since both are extremely important. My rule is simple: spend 80% of my time actually working and making progress and spend 20% of my time researching competitors. This way, Im not out of the loop, but Im also not lagging behind. Bryce Welker, CPA Exam Guy 7. Learn From Others Evaluate your personal brand based on a cursory look at the competition. If you think yours is up to snuff, then monitoring the competition shouldnt take up that much of your time. If you feel that a lot of work is in order, pay more attention, and see what you can learn from those around you. Andrew Schrage, Money Crashers Personal Finance 8. Use Analysis Tools, and Check Them Monthly I usually check my competition on a monthly basis to see what new campaigns theyve launched, what market shifts may have occurred or how theyre complying with certain regulations. Checking on your competition on a daily basis is usually counterproductive because you want to be creating your own unique business. Shu Saito, Godai Soaps 9. Create Google Alerts Creating Google Alerts for your competition is a good way to monitor their activity without spending too much time searching the web and browsing profiles. Youll get a Google Alert anytime they post something or are mentioned on the web, and you can quickly check it out instead of taking up too much time doing the digging yourself. John Turner, SeedProd LLC 10. Pick a Top Five To avoid spending too much time monitoring the competition, pick a top five. Choose only five of your biggest competitors or your biggest inspirations, and just check in on what theyre doing. This way, youll only be watching five relevant personal brands instead of surfing the web and checking out everybody. Chris Christoff, MonsterInsights 11. Dont Bother Monitoring Your Competition When it comes to personal branding, the vast majority of people who spend time on it are doing it wrong, so why would you waste time monitoring them? Ask yourself: Is the competition experiencing significant growth/success as a direct result of their branding? Usually, the answer is no. Assuming its no, budget your time exclusively on creating content and finding distribution for it. Brandon Harris, NuMedia

Thursday, May 14, 2020

Heres how you get a graduate job with no experience

Heres how you get a graduate job with no experience Experience is the golden key to the job market. It can feel like youre fighting a losing a battle without it; you dont have any experience, but to get experience you need experience. Its a frustrating catch 22. And under normal circumstances I would say there is no excuse for not building up at least some experience in the sector you want to get into. But lets just say this isnt normal circumstances. Maybe youve only just decided what it is you want to do. Or maybe youve tried hard to get work experience but to no avail. Maybe youve had health problems, work commitments or have been constrained by location. If this is the case then top tip: dont panic. Having a lack of experience does not mean you wont find a job. You might have more odds stacked against you but if you follow our handy guide, youll still have a strong chance of securing that all important graduate employment. If youre missing the advantage of experience, youll need to bolster your other assets and heres how. Its never too late to start Okay so you dont currently have any experience under your belt, but that doesnt mean you cant start right away. If youve graduated and youve got some spare time on your hands while applying for jobs, maybe use the time to do a short work experience placement, volunteer or get a part time job. As long as youre doing something  with your time,  youll be able to link it back to the job youre applying for somehow (more on that later). Think outside the box. So youre looking for a career in media but you cant get your foot in the door anywhere? Scout around for smaller online publications or websites, or see if you can contribute to some blogs. If you want to get into publishing, try your local library. Health and social work? Try your local community centre to see if they have any sessions you can help at. Your experience doesnt necessarily have to be somewhere impressive or fancy, its all about what you make of it. How to emphasise your assets Sit down and make a list of everything you have achieved over the past few years be creative and remember the little things. Whether it was a piece of coursework where you went the extra mile and got higher grades accordingly, or a club or society youve been a part of, think about the skills you can demonstrate through these examples. Youre bound to have done some sort of public speaking, or have a social media account that you manage. It might seem like nothing to you, but if you phrase it in the right way, you can make it sounds really impressive. Transferable skills are your lifeline Even if you dont have experience directly relevant to the role youre applying for, youll still have lots of skills that you can bring to the job. You just need to identify these and think about how you can demonstrate them effectively. Lets just say youve been a part of a society at university you were one of those people on the Quidditch team that are always talked about but you never seem to meet in real life. Think about how being part of a team shows you have strong communication skills, are able to work effectively with others to achieve a common goal, and to recognise your own strengths and weaknesses to use them to your best advantage. Turning up to training sessions every week shows your commitment to a role, and if you organised team transport to a match youve showed your organisation and management skills. If you suggested improvements to the team strategy, youre showing yourself capable of analysis, pinpointing areas for improvement and suggesting ideas. Try not to rely on buzz words too heavily; make sure youre genuine but dont underestimate your achievements. Remember that your lack of experience doesnt mean you dont have a lot of skills to bring to the table. Target the right roles The bad news: Unfortunately that are a number of jobs out there where a lack of experience or necessary qualifications will place you in the no pile instantly. Specialist industries like engineering or healthcare, require very strict levels of experience and qualifications. Other industries like media and journalism normally also require a high level of experience and a portfolio. The good news: There are plenty of jobs out there where specific experience isnt so important. Internships (paid ones of course) are a great route into a business where you probably wont be expected to have the same level of experience as someone applying for a full time graduate job. Then you can either gain the experience you need from the internship, or turn that internship into a full time job its a win-win. Reading on a phone? Head over to the Debut app to apply for roles like this Vodafone Explore Internship which requires no previous experience.   Master the job description Having a strong grasp of the job description, and being able to tailor your application and interview towards that will be your lifeline in this situation. Remember that a company has a specific role that they need you to fill if you can demonstrate exactly how you would successfully do that theyll be impressed. Spend a serious amount of time (Im talking at least an hour here) reading the job description through, breaking it down into individual role requirements and think of a skill or piece of experience you have that shows how youll be able to achieve each. The job description will also give you a good idea of the company culture and what they want from their employees, so tailor everything to this as much as possible and youre really increasing your chances of getting through. Let your personality shine The single most underrated aspect of a job application is your personality. This is the thing thats going to help you stand out from the crowd and form a strong connection with your employer. Your recruiters are much more likely to warm to you if you bring an upbeat and friendly personality with you, and its the thing most likely to make them overlook your lack of experience. Obviously there are limits to this; its probably not a good idea to use that time you managed to drag your drunk friend home from the club as an example of your responsibility. Just show them youre human, youre humble and youre happy to take direction, and youll be flying. Dont lie Ok Pinocchio, it might be tempting, but definitely do not try and pretend you have more experience than you do. Any recruiter worth their salt will sniff this out in no time, and youll be heading for the door. Your employer will appreciate it much more if you just hold your hands up, and admit that you dont have much experience but youre keen to learn and youll pick things up quickly as you along. Remember, the people hiring you are human too and had to start somewhere, and theyre probably not expecting a polished gem. Theyre looking for someone with potential who will be a valuable asset to the company, all you have to do is show them how you can be that. Its no easy task, but if you use the resources you have to the best advantage, a lack of experience doesnt necessarily have to be a major barrier to your first graduate job. Up your game, bring your sass and show them what youve got. Connect with Debut on Facebook, Twitter and LinkedIn for more careers insights.

Saturday, May 9, 2020

After the happy at work conference - The Chief Happiness Officer Blog

After the happy at work conference - The Chief Happiness Officer Blog We had the happy at work conference yesterday, and it was a great experience. All our planning and desing efforts paid of, and everybody involved had a great day. Heres some of the feedback we got: Best conference Ive attended in Denmark Wonderfully inspiring and immediately useful Very refreshing and different A great day of happiness Fun to be part of, very inspiring. See you in 2005 I can safely say, that we succeded in creating a space and a mood where people could explore happiness at work from many angles. All day long the participants were happy, energetic, smiling, enthusiastic and positive. And I think the key is to create an environment where people have to take charge of their own learning. This was not a day that we created for them they had to make their own day. For example: As soon as the participants arrived and were registered, they had to make their own badge. Instead of those boring preprinted badges with your name, title and company onem, we had a large tabe with paper and pens in every conceivable colour, and everybody made their own badge, exactly as they wanted it. Some people got really creative :o) The conference only had 5 speakers, who spoke for 30 minutes each. The topics were very different, and each had their own individual style, that added immensely to the conference. Each of them did a great job. We had the CEO of Denmarks best workplace, Mads Kjaer, who spoke toegether with Malene Nilsson of Kjaer Group (their people manager) on what theyve done to create their success story. We had a doctor, Claus Hyldahl, who spoke of the significance and practice of health in the workplace. We had Jesper Bove-Nielsen, the author of Corporate Kindergarten, who talked about play and innovation at work. John Bern talked about a simple model for happiness at work, and finally the well known danish actor Jens Arentzen talked about his take on happiness, in his very own style. All of this and it wasnt even noon yet. Then we had workshops. Lots of workshops. Coaching, appreciative inquiry, conversation circles, juggling, meditation, massage, health checkups and much, much more. And the participants seemed to throw themselves into it with abandon especially the impro theater workshop seemed to generat a lot of fun and initiative. One very nice thing we did was to invite some professional storytellers to tell stories. One right after lunch, and one at the end of the conference. This was a great touch, which added a lot of fun to the proceedings. After the workshops, we gave each participant a chance to formulate a plan for their own happiness at work, and to discuss it with the other participants. Then it was almost 6PM, and we closed the day. Right now I feel happy and very, very tired. Every single gamble we took paid off. Every weird idea that we put into practice work. And put together, all of it created a day that was almost magical. We rock! Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Friday, May 8, 2020

10 Ways to Inspire Your Team - Career Advice Blog for Millennials

10 Ways to Inspire Your Team - Career Advice Blog for Millennials You’ve finally done it: You’ve become the boss. Yes, you’re in charge of a team and it feels great. You’re delegating, you’re leading meetings and you’re fielding questions. What happens when your team is feeling a little lackluster? There are some things that an emoticon-laden email simply cannot fix. Fortunately, it’s easy to build up those around you, and as a leader, it’s pretty darn vital that you learn them. Below you’ll find 10 easy ways to instill your teammates with the confidence and drive that’ll fuel all of you to the finish line. Say Cheese You want to know the easiest way to make someone feel comfortable in your presence? Fill your office with beanbag chairs. If that’s not possible, try smiling. A friendly face will make your team feel closer and more connected to you, which means they’re more likely to share ideas and opinions. Don’t Hold Back Remember how frustrating it was when you’d catch your parents whispering, but they wouldn’t tell you what was going on? Your employees will find this sort of exclusion to be disheartening, too. It turns out that sharing the stuff that you know â€" and that’s not truly confidential â€"  will make trust between you stronger. It’ll also allow your team to make informed decisions in a pinch. Make Greatness a Goal Not everyone is Michael Jordan. By that, we mean that not everyone will be the best. Instead, they’ll need a little coaxing, and  that’s where you come in. Challenge your team members with projects that you know they’re capable of, but haven’t tried yet. You’ll both feel like His Airness when the plan succeeds. Acknowledge the Good Stuff We’re not talking about your colleague’s cute new blazer â€" although that might warrant a compliment of its own. As a leader, it’s imperative that you give praise where praise is due. No matter how big or small of an accomplishment is achieved, be sure to dole out the proper amount of kudos. Good vibes are empowering, too. Foster Team Vibes Want to feel like a team? Act like one. As the boss, you should make it a point to organize group lunches, happy hours or outings. Hanging out outside of the office will help you build a better rapport, which’ll make you all more comfortable as both friends and colleagues, which is crucial to your success. Accept Successes and Failures Not every at-bat will be a home run. Praise your colleagues for trying new plans and tactics, even if they’re not successful. This will give them the confidence to try new things in the future that just might be crazy enough to work. Put on a Talent Show When you notice that someone on your team is really good at something â€" and he or she isn’t taking advantage of it â€" it’s time to spring into action. Encourage him or her to cultivate that talent and put it to use on special tasks and projects. Teach Them Your Ways Now that you’re the boss, you can believe that there are some members of your team that want to know just how you got to where you are. No need to pull out a soapbox here; instead, share tricks and tips that will help everyone rise to greatness. Weekly emails with computer tips and shortcuts, monthly public-speaking practice for new sales reps or simply opening your office for nonwork-related chats can work wonders. Group Think As your elementary school gym teacher constantly reminded you, there’s no I in team. If you want everyone on your team to feel a part of it, let them. Spending a few minutes sharing ideas can have all of you snowballing and creating an even better iteration. You’ll all feel pretty darn great after contributing to a new plan. Be True to You No matter which one, two or three of these tips you follow, it’s imperative that you do so with complete genuineness. Most adults are fully aware when a compliment or a kind word is not sincere. Ensure that you’re truly inspiring and empowering others by being real with them. Trust us, they won’t even notice your smile is a little bit crooked theyre just glad they dont have to deal with a bad boss.