Culture How to create an engaged work culture

Culture How to create an engaged work cultureCulture How to create an engaged work cultureDo you ever feel like your bossjust doesnt understand you and what you have to offer?This feeling can cause employeesto tune out at work or even leave for other jobs, which can be harmful to both the companys bottom line and the employees career progressions.Ladders spoke to Chris Edmonds, the founder and CEO of the Purposeful Culture Group and the author of The Culture Engine, about the reasons for this disconnect and what managersand employees can do about it.LaddersDoes employee engagement matter?Edmonds Lets look at the numbers.Gallups daily engagement dashboard for the U.S. hovers around 33 percent. Its global data, released earlier this year, showed that only 13 percent of global workers are actively engaged in work. TINYpulse, which measures worker engagement, did a research study in 2014 that found that only 21% of employees feel strongly valued at work.Thats depressing, and it has impli cations for job security.During the recession, there werent as many opportunities. So, people stayed in jobs where they werent as valued and where they didnt feel that they were contributing as much.But as the economy has improved over the past few years, more people are leaving jobs at a faster rate. Last year, the Department of Labor said that voluntary separations were the highest theyd been since 08.There are some generational differences today. Millennials want to be valued, they want to contribute, they want mentoring, they want leadership - but thats not much different from what the Baby Boomers wanted.What is different is that workers today are much more impatient. If a job doesnt give them the experiences theyre looking for, theyre going to leave.Thats not necessarily a bad thing. It shows that there is a huge opportunity to manage the quality of workplace culture.What prevents companies from focusing on culture?There is still an industrial-age mindset. Its very hierarchica l. Theres an idea that leaders dont delegate authority they tell people what to do.This old-school ordnungsprinzip dismisses, discounts, and demeans others. It doesnt pay attention to the experience of employees.Most leaders pay very little attention to culture. They madly focus upon what they know, which is getting the widgets out the door and delivering products and services on budget, on time.But leaders must also be invested in answering the question how can I work with my team so that people are nice to each other?Leaders must stop, listen, observe, and engage. Then they must modify how teams work with each other to make the workplace saner, more civil, and even, maybe, more fun.Have you experienced an issue with workplace culture in own career? I spent 15 years as a YMCA director. I had some good bosses, some OK bosses, and some world-class a-holes.I left the YMCA after two years with my worst boss. He asked me to lie in front of 300 volunteers.I realized that life is too shor t, I cant stand this guy, and I cant stand who I am when Im working with him. My organizational heart attack was realizing that if I stayed, I was going to have to continue to face misaligned values every day.I never wanted to experience that values disconnect again, and Ive been lucky enough to not have to.What can leaders do to create a better workplace culture? The idea is a simple one. The company should validate what leaders do well - performance clarity, goals, strategy, and accountability - and plug those skills into the other half of the job.The goal is to make values as clearly defined as performance.Companies should make an organizational constitution, which is a formal stellungnahme of the values and behaviors they want lived in their day-to-day interactions. Some values they might choose include integrity, excellence, and respect.They have to ask how can we make values measurable and create accountability?Leaders then have to get really specific about what these values look like in day-to-day behaviorsso that they become observable, tangible, and measurable.It can be as simple as, I do what I say I do. Or, I learn from my mistakes and share them so that others dont make the same.What can employees do to improve their workplace culture? People must be clear about their own values.Ask yourself Whats your reason for being on the planet? What values do you want to live? When are you your best?And then start to assess your current organization and how well it allows you to live your values.The fact is that everyone has to shift from being a cog in the wheel to a proactive captain of their own ship. The only way to do this is to get clear about who you want to be when you grow up.You must make decisions about the kind of organization you want to work for, the people you want work with, and the demands youll face in your role.That means youre going to have to ask bold questions.

Customize this Auctioneer Resume

Customize this Auctioneer ResumeCustomize this Auctioneer ResumeCreate this Resume Patrick Chaney2837 New York AvenueCleburne, TX 76031(666)-575-4428p.chaneytmail.comObjectiveSeeking a challenging position as Auctioneer in a reputable company to enhance my skills and for career development.Summary of QualificationsBasic knowledge of values of goods and equipmentExperience in Sales and ServiceHas a good sense of humor and agile mindKnowledgeable in accounting, marketing and businessAbility to work in a fast-paced environmentProfessional ExperienceAuctioneer, January 2007 PresentRitchie Bros Auctioneers, Central, CA ResponsibilitiesEvaluated items to be auctioned and grouped them according to type. Stood and represented the auction organizer in front various people and identified the items or merchandise for sale.Took bids from potential buyers and recognized each bidder as the price gains.Identified the highest bidder.Executed and performed other duties such as advertising and marke ting items to be auctioned. Auctioneer- Associate, May 2004- December 2006Ritchie Bros Auctioneers, Central, CA ResponsibilitiesInspected merchandise to be auctioned.Appraised the value of each merchandise to be auctioned.Distinguished each merchandise or article during the event to give out information about an item.Started and closed bidding sales event.Prepared auction catalog and public notices.EducationMasters Degree in Business Management, 2004Yale UniversityBachelors Degree in Business Management, 2002Yale UniversityCustomize ResumeMore Sample ResumesAssociate Producer Resume Athletic Trainer Resume Auctioneer Resume Audit Manager Resume Automotive Service Manager Resume

How to Handle Being More Qualified Than Your Boss - The Muse

How to Handle Being More Qualified Than Your Boss - The MuseHow to Handle Being More Qualified Than Your Boss Over drinks a few weeks ago, a good friend vented to me about herbei job. After several minutes of trying to articulate exactly what she wanted to say, she blurted out, Bottom line I shouldnt be working for my supervisor. He should be working for me. Yes, its quite the bold statement, but after a few frustrating weeks, it was how she felt. And I dont think shes alone. Ive definitely had moments in which I felt similarly- moments in which my supervisor was ill-equipped to lead my kollektiv in the direction we needed to go. If you feel this way, its not fun. But diminishing your bosss real strengths, overreacting to his errors, and resisting or resenting his authority are self-inflicted career problems, says Judith Sills, psychologist and author of Excess Baggage Getting Out of Your Own Way. You do need to be learning something in your job. You do need to feel personally valued . When you distort your boss in a negative direction, you make both less likely.So, before you throw in the towel or demand change, there are three things you should do first to better the situation. Because the real bottom line is that if you continue to think this way, youll just enter into a downward spiral that gets harder and harder to retitelbild from.1. Remember That Your Manager Is Just That- a ManagerLets say your supervisors in charge of four people. She is not the sum of the four of you. She cant (and wont) know every single thing each of you knows. If she did, shed be Superwoman. And she also may not need you (or the others) at all. Rather, your supervisor has a much different type of responsibility on her plate- managing you and your kollektivmates. In this type of role, shes supposed to be able to see the big picture, support you, and guide you. According to Linda A. Hill and Kent Lineback, co-authors of Being the Boss Three Imperatives for Becoming a Great Leader, a m anager needs to know enough to understand the work, enough to be able to make good judgments about it, enough to understand the common hurdles, and enough to coach or find help for those she manages when they struggle with problems. So yes, youre going to need to bring her up to speed sometimes so she can adequately assist you. If youre frustrated because she doesnt know every microscopic detail, perhaps you need to give her a break and remember shes human. However, if find yourself constantly repeating things to her, asking for guidance and receiving none, or being asked for advice on every decision she has to make, then, yep- maybe she isnt quite as qualified as she should be.2. Reevaluate Where You StandEven if you determine the individual you report to should, in fact, not be in the role hes in, that doesnt mean youre fit for it either (at least not yet, anyway). Take a step back and look at your current situation. How are you performing at your job? What was your last performan ce review like? Ask yourself if youre genuinely smarter than your manager, or if its possible that youre more qualified in some areas but not others, suggests Amy Gallo, contributing editor to Harvard geschftliches miteinander Review and author of HBR Guide to Managing People at Work. Its awfully hypocritical to criticize others if youre not doing what it takes to do your job as well as possible. Yes, its hard to provide a completely objective review on your own performance, so this is a great opportunity to ask for input from others (even if its not annual review time). You can start with your director, as thats a more natural and common scenario, but dont stop there. Ask others you work with, too. Soliciting feedback from your colleagues may seem like a scary endeavor, says Muse writer Jennifer Winter, but with enough time, patience, and planning, youll set yourself- and your colleagues- up for success with open, honest, real-time, feedback. It may be just the reality check that s ays, Hey- he may not be the best fit to lead us, but I still have room for improvement, too. And then? Work on those areas that need it most.3. Identify the Gaps and Fill ThemInstead of whining about what the leader of your team lacks, do what you can to fill in those gaps. Because, as Gallo says, Theres no reason not to be generous. If your boss is successful, theres a greater chance youll be successful too. Lets say youre part of your companys marketing department, and the creative director has zero Photoshop skills. While she has a great vision, its frustrating because it limits her capability to jump in and cover when youre gone, as well as her ability to help you when youre experiencing difficulty with the program.But, rather than blabbing to the entire office about how incompetent she is, you can take action. First, make sure youre up-to-date with the product (because- gasp- there might be something you dont know, either). Then, offer to train her and your co-workers. Sure, it ll probably rub her the wrong way if you say, Hi. Youre pretty horrible at this and its ruining my life. Let me help you. A better approach would be something like this I just took a refresher course on Photoshop. In the next team meeting, can I review what Ive learned? Not only does this show initiative, but it also provides you the opportunity to learn new skills, gain experience in training others, and add both to your resume. (Which never hurts, right?) And maybe- just maybe- your boss will pay attention and increase her skill set, too. Its can be exasperating to report to someone who, well, really isnt that great at his or her job. And the truth is, you probably cant stomp around and request she be replaced ASAP (without repercussions). Instead, you should try to change your perspective and focus on what you can change. After all- if you eventually do want land a promotion at this company or even leave for a position at another company, learning how to handle challenging situat ions professionally is key to anything you do next. Photo of meeting courtesy of Corey Jenkins/Getty Images.