- 17/01/2017In addition to the basic interview questions that almost every hiring manager asks, there are also interview questions that are more of a challenge to answer.29 Tough Job Interview Questions and Answers | Executive Resume Writerbit.ly In addition to the basic interview questions that almost every hiring manager asks, there are also interview questions that are more of a challenge to...
- 17/01/2017Ranking of cities on talent human resources ( index per capita )
Source: Human Capital Institute
4. San Francisco
- Producer13/01/2017beBee; the platform to create, showcase, and share your personal brandPersonal branding is becoming a requirement for successPersonal branding is becoming a requirement for anyone looking to grow their business; get a better job; or take their career to the next level. In business, everybody uses social media for work...
Comments16/01/2017 #37 Paul BurgePerfectly articulated buzz about what beBee's ethos is @Juan Imaz! How we view ourselves and how others view us is the personal branding space which we occupy and the unique space that will continue to fill to help everyone build and develop their own personal brands...Success beckons!!14/01/2017 #28 Mohammed SultanIt's a great idea to use beBee as a positioning platform for job seekers and for the employers who are seeking a synergy with employees passion and core interests.This idea can encourage everyone to stick around the idea of branding themselves.Branding doesn't mean presenting your core skills or core interests but instead positioning the output of both and sticking it in the hiring manager's mind.Unlike presenting your past ,positioning means telling your story from the employers point of view .Here, I understand that HR are going to treat employees as brands and therefore will be headed by Chief Employee Experience Officers! That's a great concept with good payoffs on both sides.Thank you @Juan Imaz.14/01/2017 #26 CityVP 🐝 ManjitI held my stomach when I first saw Brand You 20 years ago but I can certainly live with it today. There is room in the 21st Century for 20th Century marketing because people readily identify with it and it is a perpetuation of a belief system which one can argue voraciously for. I am a heretic when it comes to personal branding but I am also a student of what brings us to embrace image and where we can find safe harbour and refuge from a society that is very image bound and where identification is important.
Tom Peters - Brand You 
The Church of Personal Branding has grown substantially in the last 20 years so as a positioning device it works and will continue to work over the next few years. I recognize the rise of branded properties and acknowledge the 'great brands" and also superstars who deploy branding strategies to manage their public image, but Brand You is "personal brand" for the masses.
I neither wish to view myself as product, nor do I see value in my subscription to what can amount to a personal idolatry, At the individual level "brand you" can turn into a virulent form of group-think because it is an idea virus, and in that form it is well worth studying as a social and group phenomenon.
At a personal level personal brand has never been a personal requirement but it is worth playing with because social ideas are playthings that are seeds for personal innovation. Personal brand is required as a form of control since we are still evolving as a human society, and as long as we remain living in a broadcast culture - this evolution will be the slow path towards renaissance.13/01/2017 #20 AnonymousKudos @Juan Imaz. It's ME who aspires to become WE, effortlessly and seamlessly. In doing so, ME remains authentic and effortlessly united with WE. It is a social transformation that will change the reality and lives of all of us for the better. This is the process, but not like Kafka's process. What is important is the time. This is more like the creation of a new value by WE and not just a personal brand by itself. Future leadership is about social complexity with a growing trend of social encounters and exchanges. You are the one and we'll be back.
- Producer12/01/2017Fireside Chats: PerceptionHow do others see you? How do you want to them to see you? What are you doing about it — now?I’m bringing this up because a friend and colleague, John White, recently wrote a response to a reader of his blogs who wanted to make more of an impact at...
Comments14/01/2017 #42 Cyndi wilkinsFantastic article Susan Rooks...I think the most important thing to remember for anyone bold enough to step out on that social media limb and publish an article about their own personal and professional insights is to remain "willing" to have a conversation...That means a willingness to be disagreed with and still have a respectful exchange with an even temperament...Even with the ones we refer to as "trolls." Personally, I think handling a situation with an internet troll in a respectful manor should be a prerequisite for any job;-)13/01/2017 #27 Paul "Pablo" Croubalian#23 LOL, I added a simplified process to my myTweetPack.com web app. Originally, It was meant for people who have many posts to add when they first join. It stores a tweet for future reuse and schedules out 4 a day for 7 days. Best of all, it's just paste and click.13/01/2017 #25 Loribeth PiersonI am honored to be included, @Susan Rooks. You are one of the kindest people I have met here on beBee and LinkedIn. I love the part "Spend 30 minutes a day building YOUR reputation as someone worthwhile in the business community. Interaction is the key to your success.
- Producer11/01/2017Did the executive coaching industry fail?The dose makes the poison Currently, terms like authenticity, emotional intelligence, mindfulness are trending. We want to optimize the way we communicate, we want to be mindful, we want to grow and become more efficient and productive. Companies...
Comments15/01/2017 #34 Mohammed Sultan#33 The concept has been developed specially for top management who are going to qualify for leadership positions and have no time to deal with everyday routine affairs.The intervention is done to widen the time window of the trainees based on a vision building exercise and how could they relate the current vision with the rapidly changing conditions in the marketplace.13/01/2017 #31 Mohammed Sultan#28 In "time leadership" we help the leader investigates h/his relation with "time and decisions" in a different way based on h/his "core interests" not his "core skills".The time horizon of time leadership will be stretched more beyond the traditional leadership tasks of operational visioning to the philosophical part of their org vision which includes its identity and purpose.Time leadership will lead to the emergence of a new set of an organizational "core competences" based on the common interests of its people and rooted in the success moments in which they have done things differently.Time leadership,at the end ,will help create an org "common intuition" and expand the cognitive span of its executives beyond the norm and the logic of the traditional leadership tasks.13/01/2017 #30 Phil Friedman#29 Aurorasa, not saying that training is completely irrelevant. However, it is well known that practitioners who are successful with one approach in a coaching or clinical counseling field are very often successful using other approaches as well. While some are not successful using the same approaches, no matter what. Leading to the conclusion that the contribution made by the practitioner him- or herself is often the key to success. When it comes to dealing with human needs and frailty, you can't just read a book or take a course, and, wham bang, become good at helping people. In your case, for example, I personally perceive a level of empathy and sympathy that cannot be taught but must be nurtured and developed.13/01/2017 #27 Aurorasa Sima#19 I think I was more aiming at the delivery (including follow-up) than the quality of coaches.
I have to say that I started coaching only 3 years ago (and not exclusively executives) so that I have definitely not seen it all or know it all.
What you are saying about prices seems to be a good point. Maybe we should negotiate from the beginning on that follow-ups are necessary.13/01/2017 #26 Aurorasa Sima#18 Well, that´s an interesting tax construct.
I´m not saying that I think the quality of coaches is not good. Often it would help if there would be a follow-up after a training.
What is difficult, especially if you can´t bill the time, is keeping people motivated to repeat whatever information has been shared until it became a skill or habit.
Often, we go back to our stressful jobs and forget about the training/coaching right after it ended, even though we felt the content made sense and can help us.12/01/2017 #22 Mohammed Sultan@Aurora Sima. The problem with leadership coaching is that many executives are trained on "core skills" not "core interests".Every executive based on his or her core skills wants to be a leader,but the question is ;are they really have deep interests in creative thinking and the instinct of taking risks rather than the ambition and the prestige of being leaders by the title?Nowadays, leadership training should go beyond "time management" to "time leadership" Executives are in a more need to be trained on how they conceive their leadership role for the future and in different boundaries.The more the coach can expand the cognitive power of the trainee ,the more the individual will be able to stretch his or her thinking beyond the norm, and the more the trainee will be able to pay attention to what's left unsaid or what else question? "Time leadership" training will surface the moments when the trainee has made something different.The more you analyze them you will find the themes or the threads that run through them, and the more you can help him/her to shape their core interests.Thank you for your insightful article.12/01/2017 #21 Robert Bacal#20 Within each of the professional areas you highlight, there exists models and schools of thoughts that are student centred, client centred, and NOT practitioner centred. Of course, you'd have to have more than a passing knowledge about these disciplines to know that.12/01/2017 #20 Phil Friedman#19 Pascal and Aurorasa, what People have to realize is that coaching -- like teaching, clinical psychology, and counseling -- is practitioner-centric. Methods, schools of thought, techniques all matter less than WHO THE PERSON IS who is doing it. Effective coaches grow organically, not made. And paying to take and complete a course doesn't turn someone into a coach. Of course, neither does standing on a rock and proclaiming oneself the leader of the next evolutionary level of mankind. Caveat emptor. Cheers!12/01/2017 #19 Pascal Derrientoo many coaches are kill the coaching industry, in Ireland there is an abnormal ratio of coaches, consultants per square meter it is actually frightening. The excellent ones get shafted by the mediocre ones who offer great prices.....and average service delivery, they all worship gurus like Tony Robbins to a point of obsession.
It is an industry that need to reset itself but is not homogeneous so maybe it is only a phase.... but I am tired and sometimes cynical when I hear the same things form interchangeable consultant. So to your quesiton, has it failed probably not but the edge is not too far either:-)12/01/2017 #18 Devesh BhattOne shoe doesn't fit all. It's not an excuse to deny core issues.
It is derived from bad policies, bad processes, bad communication or bad people.
I don't think it's a failure, it overperformed and is now normalising to the genuine people when people have become aware .
They may not know your field but they certainly know how to evaluate coaches better.
Funny thing in India, Hiring Executive coaches can save companies' tax but hiring an operations/business consultant gets both of us taxed. Clients want to hire an executive coach who teaches their manager operations in the guise of leadership. I don't pick up such assignments because the label would be very restrictive unless they mention my scope in the contract.12/01/2017 #17 Don 🐝 Kerr@Aurorasa Sima It's great to see you active. Now, I don't know if it's IQ, EQ or FQ (careful pronouncing that last one) but I entered the professional working world in 1977. In the ensuing 40 years technology has made the great leap forward. From what I can see, human resource management (a misnomer if ever there was one) hasn't changed one goddamn bit except for the adoption of new jargon, lingo and buzz. For all of the corporate world's claims to care for the well being of their most valuable asset they continue to give short shrift to supporting the real humans who work for them. Wall Street, Bay Street, or The City - they demand quarterly results and if those are put in jeopardy by the collateral damage of human kind - too bad. Perhaps there are some shining examples that disprove this - Google, Aetna, Apple, Manulife? Not sure. That would be an interesting track to follow and maybe I shall for another day. In the meantime, thanks again for provoking thought in a meaningful way!11/01/2017 #15 Aurorasa SimaGood point, Ian. Anything that has to do with changing your ressourceful brain is tricky. The approach you suggested would definitely be the way to go.
I could see smaller companies with wise leaders adopting it. Large corporations, public companies not so much. It´s not easy to show the ROI on gratitude. Respect ends when sales targets are not met.
And if companies adapt it ... I´m working on an article "mindfuless to go". Some companies ARE adopting mindfulness programs. But it´s more a play on the old game of increasing productivity and helping people who are suffering from too much pressure to endure even more.
I deliver my EI training over a period of 30 days and then two more components on days 50 and 80. Supporting people after the initial motivations fades is the hard part.
- Producer10/01/2017Reasons It's OK To Burn Some Bridges: Part 1Everybody has heard the expression “Never burn a bridge.” What does it mean to burn a bridge? It means that you end a relationship in such a way that you could never go back and re-start the relationship again — or perhaps you could, but it would...
Comments11/01/2017 #7 Devesh BhattNever burn the bridge in my context because
www.bebee.com/producer/@devesh-bhatt/i-am-the-bridge-by-devesh-bhatt View moreNever burn the bridge in my context because
Still, I read your Part 2 first.
Very thoughtful. Close11/01/2017 #6 Mohammed Sultan@ Tapiwa Maththew Muttisi .As business becomes more complex one can feel the heat of the burning bridges plus the heat of competition !.It's now a bigger risk to burn your bridge unless you have an alternative one.If burning bridges is worthwhile doing and you wait until you can do it perfectly or until you find a horse to ride ,if you procrastinate,you also run the risk of never doing it at all.To be authentic means to be patient.Patience is a powerful engine that provides you with the energy to go forward ,an energy exceeding the horse power.Even when you fail you will be failing forward on the other side of the burning bridge.
In business,the mentality of the "burning platform" can't work,because it needs a partner who really loves you,not a horse to ride.So,if anything worthwhile doing either you do it lousy or with the right feel gut.11/01/2017 #5 Lisa 🐝 GallagherI worked in one toxic workplace. I was glad I didn't have to burn bridges (although, I might have if needed). I walked out after giving notice with my dignity intact and still see friends I made monthly for dinner and drinks. Sadly, it doesn't always end that well for many. My boss was so toxic I'm amazed I was able to keep my cool.11/01/2017 #4 Jan 🐝 BarbosaTwice have i dwelled in toxic workplaces... Places where only bacteria would thrive ..... And it did.... Places some were seen as sacred cows but most were seen as mindless drones ( Or Worse ) .... Must admit in both i overstayed a tad too long.... One of the most stupid mistakes ever... Cause time is also a trap.... As fleeing these cursed places should the highest priority for your well being...11/01/2017 #3 Julio Angel Lopez LopezI know some bridges will not cross them again, but only burn one.
Neither the work, nor the owners, nor the management, nor the middle managers, nor the majority of the companions were worth.
My lungs widened twice as I left.
Imagine what happened with that company ...
"Dust in the wind"
Gran buzz @Tapiwa Matthew Mutisi11/01/2017 #2 Tapiwa Matthew Mutisi@Deb 🐝 Helfrich There are times when a bridge must go, and your gut will tell you when those times arrive.
Sometimes burning a bridge is the healthiest thing you can do and like you had put it across that it can ignite us onto greener pastures.
Thank you @@Deb 🐝 Helfrich for taking your time reading my article. I am glad that you enjoyed it.11/01/2017 #1 Deb 🐝 HelfrichI am going to confess to the need to swipe the phrase 'trusty gut', @Tapiwa Matthew Mutisi. This was an enjoyable read with a lot of uncommon advice. Just the sort of buzz that appeals to me.
Burning bridges that aren't part of our own best life CAN ignite us onto greener pastures.
- Producer10/01/2017You Just Hired Someone and They're Not Productive Yet. Here's WhyThe key to new employee productivity is participation. Addressing these concerns during onboarding can build their confidence. We all expect our new employees to hit the ground running. To gauge their progress, we now measure "time to...
- 10/01/2017beBee includes all the necessary features to create, showcase and share people's personal brands including a professional profile, professional networking, a publishing platform, affinity groups (both personal and professional), live video capability, interactive job postings, advanced communication tools, and a multi-network content-sharing tool.
Comments10/01/2017 #3 Mohammed SultanI'm @ Mohammed Sultan whose core interest and passion have a great synergy with beBee passion and objectives.A father of four; a young diplomat(son),an eye doctor(daughter),A chemist(daughter) and a graphic designer(son).The are my small hive in New Cairo where gardens are full of bees and superstore shelves display beBee honey.This's the real me.
- Producer10/01/2017The Smell of DisengagementThe couple got engaged and then disengaged- what happened? The employee got so engaged in work and then got disengaged? What happened? The people got engaged in an environmental issue and then disengaged? What happened? The investors got...
Comments12/01/2017 #33 Sara Jacobovici#31 Thank you to @Ali Anani for bringing your comment to my attention @Amina Alami. It is great to see the same words being viewed from a different perspective. I find our perspective of the value of newer or older employees, their degree of freshness in relation to their engagement very important. For me it brings up the complexity of the sense of smell experienced from the view of the "ventilation" system of the environment. If newer employees come in with a fresh smell only to be prevented from "blossoming" (referring to Dr. Ali's next buzz The Butterfly Effect of Passion) in a well ventilated environment, they may temporarily engage and will either leave their current environment or become older employees still engaged in spite of losing their fresh smell. They adapted to the environment producing the same low quality smell, rather than either leaving to preserve their freshness or contributing to the environment by breathing fresh air into it. Thank you Dr. Ali and Amina for the opportunity to engage in this dynamic discussion.11/01/2017 #32 Ali Anani#31 Thank you dear @Amina Alami for writing a profound comment. If you would read the comment of @Sara Jacobovici then she also offered her explanation of same paragraph. Fresh employees may disengage easily. This is a paradox of its own because freshness means to me they are still fragrant and yet they ae the first to disengage. You make me think deeper. Thank you11/01/2017 #31 Amina AlamiThis article is astounding Ali Anani! You so beautifully stated," this was a refreshing smell of disengagement. What a paradox!" In my humble opinion, the young and fresh employees may disengage easily, even if they smell right, when their company doesn't practice leadership development programs and mentoring to keep them fully engaged. On the other hand, the wrinkled employees, even if they may not smell so right, they could still be fully engaged if they finally found their fulfilling job.11/01/2017 #30 Harvey Lloyd#21 Yes, the mentoring word is what we speak. Expectations are designed and built by many aspects of our life. We all need that feeling of confidence and in most cases with our next generation that confidence has set up expectations that are unrealistic. I can say this was the case for myself and the many i have discussed employment with at our firm.
Could we make the statement, expectations developed on poor understanding will always produce poor engagement.
@Jared 🐝 Wiese you have interpreted my comments and extended the discussion into new realms. My conspiracy theory might be that we are placing a large portion of our hiring expectation on education. Given this we now assume "soft skills" are present. We judge our newer generations with this in mind.
I'm not a ridged fan but none the less a fan of Maslow's hierarchy. Soft skills allow us to self actualize through experience. We cant gain experience unless someone engages us and our expectations will never shift. The individual experiencing this will struggle through out their career and many other areas.
Just a few minutes a day, or changing how we interface with others could increase another's opportunity for success. But in the end each individual has to choose their path. So as you say they need to be released.10/01/2017 #25 Ali Anani#19 @Sara Jacobovici- you hit the nail on its head by writing "The glue has to permeate the surface while it is still wet before it will take hold; it needs time to make itself felt". Your comment is truly the synopsis of the buzz. Your comprehension is again very impressive.10/01/2017 #23 debasish majumderlovely insight sir @Ali Anani! but, i am bit confused, how far an artist bothered about glue, when he is only focused on his creative inclination? will it be sensible to be bothered about glue, instead of being absorbed with his creative frame of mind? besides, i believe, quality lies with his creation, not with mere ostentation with its eye catching form. content is the soul of his creation, not the mere form only. it is equal to the metaphor, that we must judge from one tree to judge about the entire forest and its beauty and attractive quality is the only determining factor to gauge the potentialities of its distinctive dispensation, for which it eventually make sometimes epoch making presentation! however, intriguing post indeed sir. enjoyed read. thank you for the share.10/01/2017 #22 Mohammed SultanOne of our main tasks is not to build a single charismatic leader with a smell of fragrance,but to build a whole organization around its own fragrance.
The beauty of the organizations with enduring smell begins when they build internal and external organizational streams that will never dry,going up and down and in all directions causing no wrinkles.10/01/2017 #21 Jared 🐝 Wiese#12 Harvey, I think I see what you mean - even from a big business perspective ;)
I have mentored and trained many college grads and new hires. Interesting ties to this discussion.
Some are there for a paycheck (expectation) while others want to fit in and move up (engagement).
Some you can tell something once and they not only do it but run with it and expand on it. Others, eventually don't "fit in" and are fired.
This is why, when I interview people, I put more "glue" on the soft skills: expectations ("So, what's the pay and when do I get YOUR job?!") and attitude ("Ask not what your [company] can do for you";), hunger and thirst, ability and desire to learn and contribute to the team.10/01/2017 #20 Jared 🐝 WieseThis resonates so well: "Wrinkles form when the top layer dries faster than the bottom layer or when top layer is applied on a contaminated surface. The top layer in organization is the upper management. If the upper management interest in the organization dries up then the glue that bonds the organization together."
Great metaphors! I've seen so many upper management come in and - let's say - not adhere well. They are soon gone like the wind, with those who are more engaged and dedicated feeling the breeze.10/01/2017 #19 Sara JacoboviciPart 2/2 Thank you @Ali Anani for bringing my attention to @Harvey Lloyd's comment and thank you Harvey for the mention. I will take a couple of lines from Dr. Ali's buzz to reflect on expectations and engagement. Dr. Ali writes, "Not all glues are the same [and painting] the "organization wagon" with low quality paint will lead to all sorts of problems..." You both touched on the "fit" or shared vision. If the leader, who is the glue, is best suited for a certain type of surface or purpose and the team members or staff are made up of other "stuff", it will not lead to engagement. The glue has to permeate the surface while it is still wet before it will take hold; it needs time to make itself felt. And the quality of the paint, or the investment in the company, whether time and/or effort, will determine the quality of the environment. Unfortunately, some leaders are "blind" to the impact they have on their environment and its influence on the rest of the people involved. If their focus is away from the results of the poor quality of engagement, they will only experience the outcome when things begin to "fall apart". As always, gentlemen, thank you for the opportunity to engage at this level of quality!10/01/2017 #18 Sara JacoboviciPart 1/2 Another expanding and provoking buzz @Ali Anani. I am sure you were waiting for me to comment on, "This was a refreshing smell of disengagement. What a paradox!" I do find this remarkable, a refreshing smell produced the behavior of not engaging. My gut reaction would be that there may have been mixed sensory messages; on one hand the refreshing smell but on the other hand the visual/tactile message of the plastic covers of the books that may have given the signal of "do not disturb".10/01/2017 #17 Ali Anani#16 You are a very wise man dear @Mohammed Sultan. Science is in agreement with your comment. People give the sense of smells different meaning. THis issue is a buzz on its own. The smell paradox is in action because giving different meaning to smells lead to different emotions and thoughts and actions accordingly. All your examples are in alignment with these research findings.
I might write a dedicated buzz on this issue. Thank yo
- 06/01/2017Cognitive Dissonance. A Problem or a Requirement? | Repositório do Ricardorftafas.blog.br Do you often have to convince yourself that you are doing the right...
- 03/01/2017In the past, LinkedIn removed features when refreshing its user interface. So in anticipation of the forthcoming redesign, now is a good time to back up your profile.Jobseekers: Do This Before LinkedIn’s Next Update | Executive Resume Writerbit.ly In the past, LinkedIn removed features when refreshing its user interface. So in anticipation of the forthcoming redesign, now is a good time to back up...
- Producer02/01/2017Does The Future Feel Overwhelming?Have you been feeling more apprehensive lately about the future of our world? Let’s be honest with the increasing divisions and tensions between people and nations - from the recent US elections, to Brexit and bombings that target the innocent –...
- Producer29/12/2016Listen to your former employees: Stop advancing bad managers."Dallas-based restaurant chain Chili's Grill & Bar has apologized and vowed to correct a wrongdoing after a local restaurant manager took away a free meal offered to veterans on Veterans Day...." The story continues to outline how a big ole sack...
Comments30/12/2016 #3 Randy KehoAll good points.
After serving in various management positions for the past 20 years, I've watched dozens of my worthy counterparts tossed to the curb while the incompetent "good old boys" shot up the ladder.
I came up through the ranks, which used to the standard procedure. Back in the day, it worked very well.
Fortunately, in addition to learning the industry, I learned to work the system and have managed to survive.
Now, our management positions have become so stressful that no one from within our ranks wants the headaches.
As a result, the company has been issuing ultimatums. Take the position or hit the road, which has led to the hiring of some poor saps off the street.
However, the worst hires our organization has made have been at the highest levels. Instead of promoting those worthy from within, they've been hiring from the competitors or from outside the industry. Unfortunately, no matter how hard they try, they just can't seem to fit that square peg into that round hole.
But, that doesn't prevent them from continually pounding away at it with a hammer until the entire organization has splintered into pieces.29/12/2016 #2 Pamela 🐝 WilliamsI've had some horrible managers, mediocre managers, and managers I'd have moved heaven & earth to support, but there is something that all of them shared that eventually led to my leaving; EGOS. I have seen heads swell so large you would think they were named king of the world. A manager admired in middle-management can become a egotistical ass in upper management. This is why I've always remember that old piece of advice: Be nice to those you meet on the way up because you just may see them again on the way down.
Another big mistake is based on a theory I learned long ago: Promoting to Incompetency. I have seen it time and time again. They perform well at one level and get promoted until they are completely out of their element. Not all Management levels are equal; just because they ran a department well, or even a division well, does not mean they can run the company. A manager does not an executive make.29/12/2016 #1 Jan 🐝 BarbosaOne thing i have seen.. The hardest it is to find jobs.. The more Toxic Bosses are recruited... Ans there is a logic to it... when jobs are scarce middle management usually bring over friends and families to the business... these usually lack the experience and skills... But are protected by someone "UP" the ladder... Its Stressing & humiliating to live this experience (consider ME a survivor) Seen this.. Live thru this... Only way to get out of the cycle is find another job...
- Producer22/12/2016Interested. See My ProfileFrom time to time I see people write a post on professional networking sites stating that they have a job opening. The post gives a brief job description and then interested parties are left to their own devices to apply for the position.Personally,...
- Producer21/12/2016Building a Successful Personal BrandSell Yourself: Tips to Creating a Powerful Personal Brand Personal brands are important to everyone. Personal brands are not only for the entrepreneur that owns their own business. It is the secret sauce that can make you stand out of a stack...
Comments10/01/2017 #60 Javier 🐝 beBeebeBee includes all the necessary features to create, showcase and share people's personal brands including a professional profile, professional networking, a publishing platform, affinity groups (both personal and professional), live video capability, interactive job postings, advanced communication tools, and a multi-network content-sharing tool27/12/2016 #53 Sara JacoboviciI just came across your buzz now @Javier 🐝 beBee and I'm glad I did. First because it is a great resource, thank you! Second because I am reading it at exactly the right time! Looking forward to sharing the results of your advice in the New Year. Happy New Year to you Javier and to all the beBee teams!! Wishing you all continued success!!22/12/2016 #49 Wayne YoshidaExcellent lesson, @Javier 🐝 beBee. I like Tip 8 about sharing knowledge since it not only demonstrates expertise, it makes you think about things in different ways, as students learn and then question what you are teaching. Makes the teacher think. And, the best thing that can happen: When the student learns and questions enough to become a teacher.22/12/2016 #48 Max🐝 J. Carter#45 It's funny you bring up Starbucks, a few years ago a study showed that when a starbucks popped up all the mom and pop coffee places saw an increase in business as a result.
They are more expensive where the smaller place are cheaper.
Twist that around for Walmart and every where Walmart goes in the mom and pop places take a big hit because Walmart is cheaper.
One of the reasons that beBee will flourish is because it is free to the user. It offers a place to fill the need for acceptance where you don't have to join a special club or be excluded from any part of what beBee offers due to cash.
It's the including aspect of beBee that will have this site see continued growth for long time.22/12/2016 #47 Aleta Curry#46 No arguments on that one. Do you know, @Javier 🐝 beBee, that despite people going on and on about of what paramount importance logos are, I never knew they had a mermaid until I read it in an article not too long ago? I must be the least visual, most advertising-resistant person on the planet. I'm a Madson Avenue nightmare!22/12/2016 #45 Aleta Curry#25 Interesting juxtaposition, Max🐝 J. Carter, mega social media sites and shopping malls.
I don't think the personal website (and I include small to medium business sites) will be totally killed off, however. Recall that there was a backlash against chain stores running little shops out of business, with people making a conscious effort to eschew the chains and patronise the Mom-and-Pop shop. I visit the mall when I must, not merely when I can.
Despite the proliferation of fast food chains, independent restaurants are still flourishing.
And chains haven't killed off cafes by a long shot. Starbucks coffee is comparatively expensive, delivered in paper cups, and it sucks. And we love cafe culture: we appreciate the quiet, the personal service and homemade goodies. And also Starbucks coffee sucks. And mediocre sandwiches cost a couple of hundred dollars. And besides that, their coffee sucks.
I do think that we're going to see a shift in how personal sites are used; it's already happening. As Deb 🐝 Helfrich says, her site is minimalist and contains specific information. My experience is similar: if someone wants to know the when where and why of my next event, they're not going to track me down on beBee, no, they're going to type [name of fair] into the Google box and be taken to the dedicated website. Ditto when they want specific antiques information.
An older person is going to turn to the classifieds in the newspaper or an antiques magazine. (Or, believe it or not, look me up in the Yellow Pages. It still happens.)
Yet, mega sites-cum-publishing platforms will increasingly be the place I choose to publish all types of essay, because for the foreseeable future, that's where I get the highest dissemination of works proving my expertise and genius. ( Go beBee: rah, rah, RAH!)
Okay, you're right, I don't know what my point is either. I'm just making observations.
And have I mentioned that Starbucks coffee sucks?
- Producer14/12/2016Wednesday Words: ContronymsThanks to Deb Helfrich for suggesting this post! And Deb, I did think of a sentence for "screen."For all who think words don't matter -- that's not YOU, right? -- I offer some proof that they do using a few words taken from an article I recently...
Comments15/12/2016 #27 Deb 🐝 Helfrich#26 He does now. We did brainstorm on a few ideas on how to get beBee noticed last week and I regret to say I had a momentary senior moment and neglected to mention the Susan Rooks effect in the topics I pitched. Luckily my oversight is now sorted.
@John White, MBA - here is a person who is a goldmine for a future post!15/12/2016 #23 Susan Rooks#21 OK, @Deb 🐝 Helfrich? I have no idea what you are talking about. I'm dead serious. What the heck did I do to get my name at the top? Is the (the grammar goddess)? I did that because I wanted to be known as something other than Susan Rooks. I figured adding the grammar goddess might intrigue some readers who didn't know me.
Is that you're referring to? All I can say -- if that's what it is -- is I got lucky.
I do so appreciate your comments -- and I am LOLing as I write this -- because the very thought of knowing what I'm doing here on the various sites makes me just crack up! I wrote a piece on LI about a year ago called This Spunky Old Boomer -- and it's really, really true! I most often feel I'm hanging on by my fingernails, hoping I don't mess things up too badly. And I promise you this is NOT false modesty or whatever. At my age -- 70 -- I am grateful I haven't completely fallen apart. That I can almost figure out this stuff. The only thing that keeps me going some days is the fear of not being relevant any more. That would be the kiss of death for me.
So bless you, woman, for your comments. They're going to keep me warm and laughing for a lot of days.
https://www.linkedin.com/pulse/thursdays-thoughts-spunky-old-boomer-broad-hanging-susan-rooks?trk=mp-author-card15/12/2016 #22 Phil Friedman#20 Yes, Susan. LI dropped that about six months after introducing the long-post publishing platform, and I objected loudly to the change at the time. Then LI recently reinstated the practice of placing notices of the author's own work at the end of a post. It is such an important issue for independent writers on self-publishing platforms, I am very happy that beBee has chosen to make the change, as well. And bravo to beBee ownership and management for being willing to make a rational decision and not stick to an existing policy simply because it is. Cheers!15/12/2016 #21 Deb 🐝 Helfrich#20 @Susan Rooks - You are such a savvy user precisely because you use plain offline common sense. You have out-experted every LinkedIn expert there is in one crucial way - you hacked how to get your name at the top of everyone's connection list when they sort by LastName, which is what people do most of the time.
You are the AAAAPlumbing of LI.
That is online marketing smarts that you should get paid for.
I know our head honchos are aware of how popular your buzzes are, but now they know you beat them at a sliver of their own niche.15/12/2016 #20 Susan Rooks@Phil Friedman, I guess you and I had the same idea: keep readers on our site to see if we wrote anything else they want to read. In my book, that's one of the few things LI does well, and I've appreciate it. I also appreciate being able to connect with @Javier 🐝 beBee, @Matt 🐝 Sweetwood, @John White, MBA, and other beBee ambassadors to give my feedback. It's still amazing to me that anyone hears / reads / listens and then responds.14/12/2016 #18 Susan Rooks#17 Ah, @Wayne Yoshida! I have also taught ESOL, but to recent immigrants to the U.S. I did that for a couple of years back in the early '00s, but my true love is corporate work. But no matter who is in my classes, I know how hard this language is to learn! Even those who grew up with English as a first language lose sight of these and others, especially homophones. Thanks for taking part in the conversation!14/12/2016 #16 Phil Friedman#12 That is good news, @Javier 🐝 beBee. It makes me a lot more comfortable to regain control of what writers I end up promoting via my own publishing. And in that regard, I'd point out to other writers on Producer that you can still draw attention to the work of others which you like and respect by including notices and links to their work in, or at the end of your own posts. Cheers!14/12/2016 #12 Javier 🐝 beBee#11 @Susan Rooks please, never feel fustrated, we are working hard on a great platform, thanks for your patience. Thanks again for creating and sharing high quality content. We much appreciate it ! @Phil Friedman I think this is interesting for you because you commented this in the past. We are removing articles from others on your blog on beBee Producer in the next release, so readers will be able to enjoy all your articles ! :-)14/12/2016 #11 Susan Rooks#5 Thanks for the response and comments, @Javier 🐝 beBee! It's refreshing to be able to "talk" with those who can make such a difference to all of us! And something I'm seeing that is new is this type of listing -- it seems to be connected to someone having shared a post. I love being able to see who has done that because, as you know, I always want to say thanks.
- ProducerBhatia Consultancy Services Bhatia Consultancy Services Punjab 9501552350 email@example.com www.placementagency.co.in...
- 13/12/20165 Ways To Keep Your Job Search Going Between Christmas And New Years | Executive Resume Writerbit.ly If you've been hustling at year-end to try & land a new job but haven’t closed on anything yet, don’t assume that nothing will happen during the last few...
- 13/12/2016A hostile work environment: 6 actions to help end itintentionalemployee.com A hostile work environment should not be tolerated. Unless you're serving on the front lines of battle, a hostile work environment is not...
- Producer12/12/2016To Get Hired Avoid Asking These Painfully Awkward Questions In The InterviewWe were are all told in school, "there's no such thing as a stupid question." While that may hold true in academia, there are certainly questions that, when asked in the context of a job interview, can hurt your chances or outright disqualify you...
Comments15/12/2016 #9 Jared 🐝 WieseGood stuff, John.
Couldn't agree more that the interview is a two-way conversation. Both parties have to be comfortable with the 'fit'. Some candidates are so desperate for 'a job' that they practically say anything to get it. Then, at some point, neither party is happy.
I also like to advise people to 'do the job' in the interview. From my own perspective as a Business Analyst (BA)
(click HERE for the rest of the story)
(Sorry, I couldn't resist :)
... You may have guessed it, I start asking questions - smart ones that show I've done research, can critically think and can get at the true requirements - just like a real BA should.13/12/2016 #3 Franci🐝Eugenia HoffmanThis is a helpful and timely post, John (not to ditto David's comment), but things have changed and the cookie cutter questions haven't kept up with the times. Employers and employees are experiencing major changes in ideas and practices which are generating new challenges for both. Useful buzz, John.13/12/2016 #2 David B. GrinbergKudos, John, on another excellent article containing very helpful advice for job seekers. This is indeed a timely topic as millions of people continue to unemployed across the America, while others have dropped out of the labor force entirely. Moreover, a large number of unemployed individuals are not even counted within the unemployed rate, which is generally low. That's because if they're no longer actively looking for work then they are not counted within the official government stats.
I agree that some candidates ask too many questions which are not necessary during an initial job interview. They should at least wait until a conditional job offer is made to discuss such specifics -- or until they take the job and begin working -- lest they risk the employer considering that person self-centered not a team player. Thanks for more good buzz!
- 10/12/2016There are some great lines in this article - worthy of your attention, especially if you are an HR ManagerHR Biggest Mistakewww.linkedin.com The most unethical, unprofessional and rude behavior HR may ever do is to never update the candidate about anything even when candidate calls for follow up some recruiters refrain of giving...
- 07/12/2016Cultural symbols...The cultural symbols of an engaging workplacegoo.gl When leaders recognize...
- 06/12/2016The average employed American adult spends well over 1/3 of the day working - and more often than not, those 8+ hours aren’t healthy ones.3 Easy Hacks to Get Healthier at Work | Executive Resume Writerbit.ly The average employed American adult spends well over 1/3 of the day working - and more often than not, those 8+ hours aren’t healthy...