Testimonials

1

There is certainly a time and a place for a resume overhaul. Taking a couple hours to really clean up your resume is worth doing before you start a job search, or even just once a year as a tune-up.

But sometimes, you don’t have that kind of time. Sometimes, you just have a few minutes, and you want to spend them giving your resume a quick polishing-up. And for those times, we made you this list of resume updates that only take a few minutes, but that can make a big difference in making your resume shine.

Choose how much time you have, pick a (mini) project, and get ready for your resume to be that much more eye-catching.

 

1. Switch the Font

Ready, switch the font of your resume to Helvetica, Arial, or Times New Roman—in other words, make sure it’s not hard to read (or stuck in Word’s standard Calibri). Using a common, clean font may not make your resume the prettiest out there, but it will make it more readable (and less likely to be rejected by applicant tracking systems).

2. Remove “References Available Upon Request”

If they want references, they’ll ask for them!), and use the extra space to add a detail about your abilities or accomplishments.

3. Delete the Resume Objective

That boring boilerplate “I am a hard working professional who wants to work in [blank] industry” is a bit obvious—why else would you be submitting your resume?—and takes up valuable space.

4. Spell Check

…and correct any mistakes.

5. Save it Correctly

Save your resume as a PDF if it’s in any other format. That way, the formatting won’t get messed up when your resume is opened on a different computer. (To see exceptions to this rule, click here.)

6. Change the File Name

Change the file name from “Resume” to “[First Name] [Last Name] Resume”—it makes things easier for hiring managers and ensures your resume doesn’t get lost in the crowd.

7. Remove Your Address.

If you’re not local, recruiters might not look any further. If you are, recruiters may take your commute time into account and turn you down if they think it would be too long.

8. Add Your LinkedIn Profile

In its place, add a link to your LinkedIn profile, as well as any other relevant social media handles (Twitter if it’s professional, Instagram or Flickr if you’re applying to social media or creative positions). Caveat: Never include Facebook, no matter how clean you keep it.

Don’t want to drop your whole ugly LinkedIn URL onto your resume? (Hint: You shouldn’t.) Create a custom URL to your public profile using simply /yourname (or some similar, simple variation if somebody already has your name). LinkedIn has instructions on its website.

9. Make All Your Hyperlinks Live

Your resume is most likely going to be read on a computer, so making things like your email address, LinkedIn and other social profiles, and personal websites clickable makes it easier for the recruiter to learn more about you.

10. Delete Irrelevant Data

Omit any references to your birthdate, marital status, or religion. Since it’s illegal for employers to consider this when looking at your application (at least in the U.S.), they can’t request it (and offering it makes you look a little clueless).

11. Get Rid of That Grad Year

If you’re more than three years out of college, remove your graduation year. Recruiters only really want to know that you got a degree, and you don’t want them to inadvertently discriminate based on your age.

12. Move Your Education

While you’re at it, do a little rearranging, and move education down below your experience. Unless you’re a recent graduate, chances are your last one or two jobs are more important and relevant to you getting the job.

13. Make it Readable

To improve readability, increase the line spacing (also called leading) to at least 120% of the font size. To do this in Word, go to Format and select Paragraph. In the pulldown under Line Spacing, choose Exactly and set the spacing to two points above the size of your font (so, 12 if your font is 10 point).

14. Reduce Your Margins

Need a little more space to work with? Reduce your top and bottom margins to 0.5″ and your side margins to no less than 0.75″. This will keep your resume clean and readable but give you more room to talk about what you’ve got.

15. Leave High School Behind

Remove anything high school-related unless you’re a year out of college or need to bulk up your resume and did something highly relevant (and awesome) during your high school years.

16. Update Your Skills Section

Add any new skills you’ve gained, and remove anything that is a little dated (nobody wants to hear that you have Microsoft Word experience anymore—they expect it).

17. Break Up Your Skills Section

If you have lots of skills related to a position—say, foreign language, software, and leadership skills—try breaking out one of those sections and listing it on its own (“Language Skills” or “Software Skills”).

18. Double-Check Formatting

Make sure formatting is consistent across your resume. You want all headers to be in the same style, all indentations to line up, all bullet points to match, and the like. You don’t want the styling to look sloppy!

19. Remove Acronyms

Find any acronyms, and write out the full name of the title, certification, or organization. You should include both, at least the first time, to make sure the recruiter knows what you’re talking about and so an applicant tracking system will pick it up no matter which format it is looking for. For example: Certified Public Accountant (CPA).

20. Get Rid of Distracting Design

Unless you are a designer or are submitting a (carefully crafted) creative resume, remove any photos or visual elements. On a more traditional resume, they generally just distract from the information at hand (and can confuse applicant tracking systems).

21. Work Around Your Gaps

If you have gaps of a few months in your work history, swap out the usual start and end dates for each position with years only (e.g., 2010-2012).

22. Do a Verb Swap

Swap out a couple of your boring verbs for some more powerful (and interesting) ones. Check out our list if you need inspiration.

23. Now, Do an Adjective Swap

Swap out a couple of generic adjectives or titles (words like “detail-oriented” or “experienced” are overused and don’t tell a recruiter much) with stronger language that better describes your more unique strengths.

24. List Your Promotions Correctly

Worked multiple jobs within the same organization? Learn how to list them right on your resume, then update it as such.

25. Leave History in the Past

As a rule, you should only show the most recent 10 to 15 years of your career history and only include the experience relevant to the positions to which you are applying. So if you have anything really dated or random, remove it and use the space to bulk up other sections or add something more relevant.

26. Look for Orphan Words

Go through line by line and take note of any orphan words (single words left on a line by themselves). See how you can edit the previous line so they can fit—making your resume look cleaner and opening up extra lines for you to do other things with.

27. Make it Skimmable

Make your document easier to skim by adding divider lines between sections. Check out section three of this great guide for instructions.

28. Use Numerals

Include any numbers on your resume? Go through and change them all to numerical form, instead of written out (i.e., 30% instead of thirty percent). Even small numbers that are often spelled out should be written numerically—it makes them pop to the reviewer and saves space.

29. Read it Out Loud.

This will not only help you catch any spelling or grammar errors, but it will also help you notice any sentences that sound awkward or that are hard to understand.

30. Check Out the Top

Look at your resume “above the fold.” In other words, take a close look at the top third of your resume—the part that will show up on the screen when the hiring manager clicks “open” on that PDF. That’s what’s going to make your first impression—so make sure it serves as a hook that makes the hiring manager eager to read more.

31. Shorten Your Bullet Points

Make sure you have no more than six to seven bullet points for any given position. If you do? Cut and condense. No matter how long you’ve been in a job or how good your bullets are, the recruiter just isn’t going to get through them.

32. Identify Your Narrative

Give your resume to someone who doesn’t know you well to look at for 30 seconds. Then ask: What are the three most memorable things? What’s the narrative? Take this feedback and think about how you can adjust your resume to get it closer to where you want.

33. Use a Word Cloud

Similarly, drop your resume into a word cloud generator and see which keywords are popping out. If the most prominent ones aren’t what you want to be remembered by, or if there are important words that aren’t present, think about how you can tweak your resume to make that more clear.

34. Quantify Everything

Go through your bullet points, and add as many numbers and percentages as you can to quantify your work. How many people were impacted? By what percentage did you exceed your goals? (And, yes, it’s OK to estimate as long as you can roughly prove it.)

35. Make Your Benefit Clear

Pick a few statements to take one step further, and add in what the benefit was to your boss or your company. By doing this, you clearly communicate not only what you’re capable of, but also the direct benefit the employer will receive by hiring you.

36. Consider Adding a Qualifications Section

Perhaps in lieu of your now-deleted “Career Objective?” This should be a six-sentence (or bullet pointed) section that concisely presents the crème of the crop of your achievements, major skills, and important experiences. By doing this, you’re both appeasing any applicant tracking systems with keywords and giving the hiring manager the juicy, important bits right at the top.

37. Update Your Header to Make it Pop

You don’t have to have a ton of design knowledge to make a header that looks sleek and catches a recruiter’s eye. (Hint: Use this same header on your resume and cover letter to make your “personal brand” look really put together.)

38. Fill it Up

Need to fill up more space on your resume, or feel like you’re light on the experience? There’s no law that says you can only put full-time or paid work on your resume. So, if you’ve participated in a major volunteer role, worked part-time, freelanced, or blogged? Add a couple of these things as their own “jobs” within your career chronology.

39. Or, Cut it Down

If you need more space on your resume, check and see if any of your formatting decisions are taking up unnecessary space. Does your header take up too much at the top? Do you have any extra line breaks that you don’t really need? Tinker around with the formatting and see how much space you can open up (without your resume looking crowded or messy).

40. Make Your Bullet Points Make Sense

Look at each bullet point and make sure it’s understandable to the average person. Remember that the first person who sees your resume might be a recruiter, an assistant, or even a high-level executive—and you want to be sure that it is readable, relevant, and interesting to all of them.

41. Use a Resume Template

So you’ll look extra polished.

42. Update All Your Roles

Make sure all of the experience on your resume is updated. Add any awards you’ve received, new skills you’ve taken on, articles you’ve published, or anything else awesome you’ve done.

43. Spread the Word

Hop over to your LinkedIn profile, and make any updates you’ve just made to your resume to your summary and experience sections there.

44. Ask a Friend to Help

Email three of your friends or professional contacts asking (nicely!) for a peek at their resumes. You might be able to get some inspiration for your own (or even help them out).

45. Get That Baby Out There

Find an awesome job to apply to with one of our partner companies, then get started on your cover letter with our easy-to-follow guide.

 

Source: https://www.themuse.com/advice/45-quick-changes-that-help-your-resume-get-noticed?ref=long-reads-0

1

20 years ago, you probably would’ve laughed if someone said your life would one day be irrevocably changed by a company called Google. What’s a google?

But, as you know, Google’s become the largest entity in one of the biggest tech companies in the world. And it’s giving you a glimpse inside its robust research on what makes a great manager.

It’s no secret that being a good manager can make all the difference in how happy your team is and how well it performs. Google not only proved this to skeptics years ago, but also identified eight (later updated to 10) behaviours of its best managers. So why not learn from one of the most successful data-driven companies out there?

1. “Is a Good Coach”

Employees need and appreciate a manager who takes time to coach and challenge them, and not just when they’re behind.

As Muse contributor Avery Augustine put it, “When it comes to clients, the squeaky wheel usually gets the grease.” The same is true, she said, of employees you manage.

But “I realized that every employee needs to be managed—star performer or not,” she wrote. “And simply leaving some employees to do their jobs without any type of feedback or guidance was detrimental to their career development.”

2. “Empowers Team and Does Not Micromanage”

Micromanaging’s a common mistake managers make without even realizing it, one that discourages and frustrates employees.

But Google’s research found that its best managers don’t, instead offering the right balance of freedom and advice, showing they trust their direct reports, and advocating for the team, according to a sample breakdown from an internal presentation included in a 2013 Harvard Business Review article.

3. “Creates an Inclusive Team Environment, Showing Concern for Success and Well-Being”
In the first iteration of the list, this was described as “expresses interest in and concern for team members’ success and personal well-being.”

Several years later, the company’s updated this entry to reflect research on psychological safety that allows for risk-taking—which Google identified as an important characteristic of effective teams—and unbiasing, or the process of becoming aware of and combatting unconscious biases.

It’s not enough just to have a diverse team, good leaders and managers strive to create an inclusive environment every day.

4. “Is Productive and Results-Oriented”

Employees don’t want to work for a lazy boss. They’d rather be part of a team that’s productive and successful, and that’s hard to do if the leader doesn’t set the tone.

Former Muse editor Adrian Granzella Larssen explained that becoming a boss means you have to be on model behavior.

“As a manager, you’ll be looked to as a role model,” she wrote. “You can’t expect people to give their best at work if they don’t see you doing it, so be sure you’re always on your A game.” That means putting in the effort and getting results.

5. “Is a Good Communicator—Listens and Shares Information”

Communicating effectively is one of the basics of being a good manager (or a good employee for that matter). But it’s also important to remember that great managers prioritize listening.

“Focused, curious listening conveys an emotional and personal investment in those who work for us,” according to Muse contributor Kristi Hedges. “When you listen to people, they feel personally valued. It signals commitment.”

6. “Supports Career Development and Discusses Performance”

Google recently added the “discusses performance” component to this behaviour. The company pointed to research from Gallup that found only half of employees know what expectations they should be fulfilling at work.

“To free employees to take initiative and inspire high performance,” Gallup concluded, “managers need to set clear expectations, hold employees accountable for meeting them and respond quickly when employees need support.”

In other words, managers should not only help their team develop skills and advance their careers, but also be clear about expectations and give honest feedback about performance.

7. “Has a Clear Vision/Strategy for the Team”

Stephanie Davis, who won one of Google’s Great Manager Awards, told HBR that feedback reports helped her realize how important it was to communicate team vision in addition to company vision.

“They wanted me to interpret the higher-level vision for them,” she said. “So I started listening to the company’s earnings call with a different ear. I didn’t just come back to my team with what was said; I also shared what it meant for them.”

A clear and shared vision can also help members of your team work well together.

 

8. “Has Key Technical Skills to Help Advise the Team”

When Google first released its list of behaviors, the findings were somewhat anti-climactic. “My first reaction was, that’s it?” Laszlo Bock, then the Vice President of People Operations, told The New York Times in 2011.

The entries on the list may’ve been obvious, but their relative importance wasn’t, as Bock’s team found out when it ranked the behaviours.

“In the Google context, we’d always believed that to be a manager, particularly on the engineering side, you need to be as deep or deeper a technical expert than the people who work for you,” he said. “It turns out that that’s absolutely the least important thing. It’s important, but pales in comparison.”

So all hope isn’t lost if you find yourself managing people who know more than you.

9. “Collaborates Across Google”

Google recently extended its list by two when its employee survey found that effective cross-organization collaboration and stronger decision-making were important to Googlers.

Whether you’re at a large corporation, an early-stage startup, or a nonprofit, managing your team and leading it to success can depend at least in part on how well you can work with other teams.

Muse contributor Rebecca Andruszka gave some tips for improving communication with other departments for “the collective betterment of the company” (and, as she wrote, to avoid feeling like you work in Congress).

10. “Is a Strong Decision Maker”

Google’s last addition is a reminder that while it’s important for a manager to listen and share information, employees also appreciate one who can make decisions.

Muse Founder and President Alex Cavoulacos urged managers to go one step further and tell their teams not only what decision they’ve made, but also why they’ve made it. The small extra effort helps the team understand context and priorities, improve their own future decision-making, and stay engaged as well as informed.

One of the reasons this research was so effective was that it used internal data to prove what makes managers great at Google (and the company’s re:Work website provides some first steps for others who want to try to replicate its approach).

But that doesn’t mean the list isn’t helpful for people who don’t work there. After all, Google did go from being a made-up word to a household name in just a few years. People and companies now look to it as an example, not only in innovation, but also in its approach to management.

 

Source: https://www.themuse.com/advice/10-behaviors-make-great-google-manager?ref=recently-published-2

1

So, you’ve got a gap in your resume? Maybe you decided to travel, or go back to school, or maybe you looked after a sick relative, or you took time out to be a parent yourself. Whatever the reason, you’re probably feeling like your job hunt is going to be that much harder. Surely any recruiter looking at your resume is going to run a mile away.

Not necessarily.

Most employers nowadays recognize that it’s rare for anyone to stay with just one or two companies for their whole career. Plus, job security isn’t what it used to be (unfortunately).

As a recruiter, I’ve interviewed my fair share of candidates, and if there’s one piece of advice I can give you, it’s this. Think about how to present your gap. With a little foresight, you can turn a potentially tricky interview situation into a masterclass in personal branding.

1. So, You Lost Your Job
Some people find it embarrassing to talk about being laid off, but it’s unlikely to elicit anything but sympathy from your interviewer. It’s fairly commonplace these days. Just remember not to badmouth your past company or boss. Instead, focus your response on all the positive things you achieved while you were there.

Don’t Say
“That #!&$! company had it in for me from day one. I probably would’ve left anyway.”

Do Say
“Unfortunately, the company had to implement some budget cuts and, due to their ‘last-in, first-out’ policy, I was made redundant. However, I’m proud of what I achieved during my time there, something which can be reinforced by my previous manager, who’s one of my referees.”

2. So, You Quit Your Job and Traveled the World
The key with this one is to focus on how traveling contributed to your personal development, rather than how much fun you had schlepping around the world with nothing but a backpack and a smile. If you took on any paid or volunteer work during this time, concentrate your response on the additional personal and professional skills it’s given you.

Don’t Say
“Well let’s face it, partying in Thailand is a lot more fun than going to work. I’m pretty sure I had an awesome time, but I can’t actually remember most of it.”

Do Say
“I spent a number of years working at a company in a very demanding job, in which–as you’ll see from my references–I was very successful. But I’d reached a stage in my career where I wanted to focus on my personal growth. The time I spent traveling taught me a lot about how to get along with people of all ages and cultures. Now I feel more than ready to jump back into my career with renewed energy and focus and I feel this role is the ideal way to do that.”

3. So, You Went Back to School
This is perhaps the easiest one to explain. Particularly if what you did is relevant to your chosen career. Even if not, it’s easy to put positive spin on something that requires a certain level of intelligence and hard work.

Don’t say
“I’m still trying to figure out what I want to do with my life, so I stayed in school rather than getting a job. I am still uncertain if this career path is right for me.”

Do Say
“I wanted to expand my career options by completing some training/getting a qualification in x. Now that I’ve achieved my educational goals, I’m looking forward to using my qualifications to benefit the company I work for. This role is the perfect way for me to do that because…”

4. So, You Took Time Off for Health Reasons
Brevity’s key here. The interviewer won’t expect (or want) you to go into painstaking detail about an attack of depression or a serious back operation. Prepare a straightforward explanation that you’re comfortable sharing. Mention how proud you are that you were able to overcome your health problems and then move the conversation swiftly into the present day by discussing the relevant skills you have to offer this company.

Don’t Say
“Whoa, yeah, things were pretty bad there for a while..”

Do Say
“I went through a tough time emotionally/physically due to… and I took some time out to concentrate on getting better, so I could get back to work as quickly as possible. I’m pleased that I overcame that challenge because it’s made me a stronger person but now I’m fully recovered and ready to focus on the next stage of my career.”

5. So, You Had to Take Care of Your Family
Remember, caring for the sick or elderly and raising a family are tough jobs that require a huge range of skills, which you now have in abundance. No interviewer should make you feel like your decision to prioritize family over career reflects badly on you.

If you had time to keep your skills and industry knowledge up to date, make sure you mention this. End the discussion by telling the interviewer that you’re excited to recommit yourself to your career. And remember, any company worth your time and effort should recognize what an all-round superhero you clearly are.

Don’t Say
“I live the closest to my mom so I drew the short straw in having to take care of her. I just couldn’t handle looking after her and holding down a job!”

Do Say
“After a lot of thought, I decided that my top priority was my child/elderly parent/sick spouse. However, I made sure to keep my professional skills up to date during that time. Now I’m in a position to refocus on my career and I’m looking forward to utilizing all the additional soft skills I’ve learnt.”

Lastly, remember that lying on your resume or in interview is a really bad idea. When you’re asked about a gap in your employment, take a deep breath and acknowledge the interviewer’s concern. Stay composed and don’t get defensive: it will reassure the interviewer that you’re confident and comfortable with your reasons so there’s no reason why they shouldn’t be too.

Source: https://www.themuse.com/advice/explain-resume-gap-interview-right-way?ref=the-muse-editors-picks-1

1

Young classical musicians will be performing at events across the Hunter thanks to a new support program.

The money comes from Newcastle City Council’s Support for Arts and Cultural Organisations program.

The Newcastle Youth Orchestra (NYO), Catapult Dance and The Lock-Up were announced as the first recipients for the funding.

“The project based funding is designed to support the growth and vitality of Newcastle’s arts and cultural,” Lord Mayor Nuatali Nelmes said.

NYO’s project includes over a dozen public performances over the course of its two-year grant period, professional development opportunities for its musicians, expanding its performances beyond Newcastle to Singleton and the Central Coast, and the purchase of new music.

Orchestra Manager Sally Ebert said the organisation was grateful for the opportunity.

“NYO is a relatively new organisation, we’re entering our sixth year, and this support will help us take our performances to the next level and cement our reputation in the region,” Ms Ebert said.

While the first round projects are getting underway, other Newcastle based arts and cultural organisations are invited to apply for the second round of funding, with expressions of interest now open.

The next round of funding will be allocated to two eligible organisations for projects to commence in the 2018-19 financial year. A total of $100,000 is available, subject to final adoption of council’s annual budget for 2018-19. An organisation may apply for up to $70,000 per year for up to three years.

Source: http://www.theherald.com.au/story/5231313/new-funding-for-arts-and-theatre-across-the-newcastle-area/

1

 

I feel like I need more than just a traditional resume or cover letter in order to stand out to the tech companies I want to work for. What else can I do to separate myself from the competition that’s applying to these innovative companies?

 

Dear Desperate to Stand Out,

You really hit the nail on the head. Competition’s tough across the board and tech is leading the way.

Your first step to getting noticed is to get in the right mindset. What does that mean? Don’t think like a recruiter, but more like a marketer. Your product is your experience. Here’s how a marketer would sell it.

1. Focus on Presentation
Maybe you’re not a graphic designer, but that shouldn’t be stand in the way of creating an eye-catching resume. There are plenty of tools that make design easy for everyone—many even offer templates designed by experts.

And don’t just stop there. Think of all the other points of contact a recruiter could have with you—including your LinkedIn profile, other social media handles, a blog, an online portfolio, and so on. Make sure they are all polished and contribute to a cohesive personal brand.

2. Spread the Word
A solid resume or cover letter doesn’t accomplish anything if the right people don’t see it. One surefire way to stand out is to proactively put it in front of the right people and to make it easy for them to notice it.

For example, there’s a story of a candidate who used Snapchat geo filters to advertise his portfolio in front of creative directors at the agencies he wanted to work for. You may not want to go that far, but that core idea has some merit. Think of how you can make yourself discoverable.

Don’t be intimidated. This can be something as straightforward as finding an acquaintance who works at the company and asking for a referral, or even dropping a friendly note to the hiring manager on Twitter or LinkedIn.

3. Make it Personal
Anything that starts with the dreaded, “To Whom it May Concern” will find it’s way to the trash can in a hurry. But, it’s hard to ignore a message when it’s highly targeted and personalized.

Start by showing that you took the time to get to know both the hiring manager and the company. Stand out from the competition by finding unique themes, attributes, projects, values, or needs you have in common and then incorporating those into your application materials.

Proving that you’ve done your homework on the role and the company empowers you to present yourself as a seamless fit, while also demonstrating your high level of interest in that opportunity.

Getting the job you want with the company you want to work for can be challenging. But, the right mindset and approach will help you reach your goals faster.

This article is part of our Ask an Expert series—a column dedicated to helping you tackle your biggest career concerns.

 

Source: https://www.themuse.com/advice/stand-out-against-tough-job-search-competition

1

Let’s be clear: It’s innovate or die out there.

Ideas are the currency that buys you a starring role in today’s workplace. But too many people prioritize ownership over adoption, and watch their ideas waste away as a result. Truth is, you’ll be more effective if you work collaboratively with a team to turn ideas into action.

Here’s why you should ditch the old ideation silo and give your best thoughts to the group.

 

Team Buy-In Makes Things Happen
Ideas are often the prelude to change, and change generally rubs people the wrong way. So, how to get around the very human—but avoidable—friction that comes from shaking things up? Go out of your way to gain your team’s buy-in on the things that may affect them.

Especially if you’re a manager, inclusive decision-making may not only get you a better outcome by melding more minds during the ideation and decision-making processes, it ensures that the team understands the motives and considerations behind new ways of working. Ultimately that means less pushback, a deeper awareness about what led to decisions in the first place, and a more evenly distributed stake in the outcome.

Whether or not you’re a manager, this is a good way to conquer any resistance to change.

 

Tap Into a More Diverse Range of Opinions
A team brainstorm may be no better than a private one if everyone in the group thinks the same way. You need to mix it up.

Study after study has shown that diverse groups—gender, sexuality, race and ethnicity, age, etc.—produce better ideas and make better decisions. Cloverpop, a company that tracks companies’ decisions to help them manage the decision-making process, found in a two-year study that gender-mixed teams comprising a wide range of ages and geographic representations made better decisions than homogeneous teams 87 percent of the time.

Makes sense. People with different backgrounds have different outlooks, motivations and experiences that shape their contributions at work. Hearing their voices and ideas produces a more well-rounded exchange of thoughts vetted by a wider variety of perspectives.

You may have to do some work to get a good mix of people in the room, but it’s worth it. While you’re at it, don’t discount less obvious diversity factors, like years of experience and time at your company.

 

See How Ideas Hold Up Against Messy Human Stuff
We’re all human, and regardless of race or gender or any of the other factors above, we’re simply wired differently.

For example, think about Myers-Briggs psychological types. People have different ways of perceiving and interpreting information, different thought patterns and emotional reflexes. The idealists on your team will have different ideas than the cynics. The process-oriented people will see things differently from the gut-driven types.

Working through ideas with a mix of personalities will help you find middle ground and flesh out a plan of action that works for everyone.

 

Test Your Assumptions
Idea sharing can be a valuable vetting exercise if everyone’s encouraged to speak candidly. Ask people to poke holes in your logic, to prove why your proposal won’t work, and to name every single thing that could possibly go wrong. The harder to tear down, the better the idea. Use the feedback to reformulate your idea until you’ve patched the flaws.

If you’re a team lead, this is even more critical. Sometimes you have to design new ways of working but you’re not the best person to do so because you’re not the closest to the facts on the ground—the people who work for you are. They can probably see the peril that lurks in a new idea right off the bat, and they’ll respect you more for recognizing that and hearing what they have to say.

 

Turn Ideas Into Action
In some ways, the idea is the easy part. The real challenge is executing.

If you think of ideas not as inventions that come out of thin air but as innovative solutions to complex problems, you and your team will have a better foundation for brainstorming.

And in the end, you’ll have a much easier time activating ideas if they’re vetted by a diverse group willing to provide constructive criticism, even if it means swallowing some pride and surrendering credit for the outcome.

Source: https://www.themuse.com/advice/why-your-next-big-idea-should-come-from-a-team?ref=recently-published-2

1

Newcastle business owners looking for compensation to reduce the impact of light rail construction have instead been offered advice and assistance from a service that’s already available to businesses across NSW.

It was NSW Small Business Commissioner Robyn Hobbs’ main offer of help to more than 120 business people she addressed in Newcastle on Wednesday at an emotionally-charged meeting that ended with shouting from the floor. Ms Hobbs also offered to be part of a new working group to help businesses in the coming months and said Newcastle traders that required mediation wouldn’t face the $750 fee that the final stage usually costs.

 But several CBD business owners spoke of the hardship that they and their neighbours had faced since construction had closed large sections of Hunter Street. They called for better access, compensation and a greater effort to draw people back into the city.

Paul Murphy, who owns Churchills Carpet Court, argued that the state government should make low-interest loans or grants available to businesses, similar to what was offered in the wake of the 1989 earthquake. Traffic engineer Ron Brown said the difficulties people currently faced driving into the city was “a big obstacle”.

Ms Hobbs said the situation in Sydney, where the government was granting rent relief to businesses in the light rail construction zone because of delays, was different from the Hunter’s situation.

While she was “not ruling out” advocating for a grant, loan or compensation program for Newcastle businesses, she cautioned that extensive investigations would have to take place before she would approach NSW Treasury.

“I appreciate the fact that you believe you are going through a disrupted period in your lives – and you are,” she said. “One of the difficult things is you have to live through it.”

Ms Hobbs said business owners were entitled to four free consultations with Business Connect, a support service available across NSW that can help sort out cash-flow problems, give social media advice, provide mediation and contact landlords on behalf of business owners.

Late in the meeting when Ms Hobbs was referring to the expected benefits light rail would bring to the city, an audience member yelled: “if we’re still here”.

Another attendee followed: “Newcastle businesses will be doing great when it’s all done, but they’ll be different businesses”.

Hunter Development Corporation CEO and Revitalising Newcastle project manager Michael Cassel also took questions and gave an update on the progress of the light rail project.

Hunter Business Chamber CEO Bob Hawes said the issue of assistance for businesses was “unresolved and something we are going to have to work on”.

Mr Hawes and executive manager of business advocacy group Newcastle Now Michael Neilson – whose groups organised the meeting at the suggestion of Ms Hobbs’ office – both said the key to getting through the difficult period was working together and “looking forward, not looking back”.

In a statement after the meeting, Mr Hawes said “there was a lot of emotion in the room” and business owners had delivered a clear message.

Call for access, not more advertising

If you ask Bernie Hockings, easing the pain of light rail construction for city businesses isn’t about getting the job done quicker – it’s about doing it “better”.

Mr Hockings, who owns Metro Cycles, was one of several frustrated business owners who made their feelings clear to NSW Small Business Commissioner Robyn Hobbs at a meeting on Wednesday. His comments came after Revitalising Newcastle program director Michael Cassel assured the gathering that the job was being completed as quickly as possible.

Mr Hockings dismissed suggestions from the crowd that loans or grants should be available to affected businesses – he said improving access to businesses should be the top priority.

“I don’t want more advertising, I want access. Do it better, not faster,” he said. “If you paid me to get out of my lease and out of the city, I would.”

He told the Herald he had been hesitant to speak up because when he had in the past, internet trolls targeted his business’ Facebook page.

 

Source: http://www.theherald.com.au/story/5186506/if-were-still-here-newcastle-traders-tell-small-business-commissioner-of-plight/

1

Being stuck in a rut sucks. If there’s one thing I could wish for you, it’s that you never have to deal with a situation that holds you back from being happy, successful, or fulfilled.

That, unfortunately, is an unrealistic wish (even more unrealistic than wishing I could turn everything I touch into chocolate). Because like failure, ruts are inevitable. And the good news about that not-so-fun fact is that they ultimately help make us stronger, smarter, and more successful individuals.

Just look at a few people in your life who you admire—how many of them went through a struggle that forced them to reevaluate their goals or path?

Since I’m someone who doesn’t love surprises (except the birthday kind), I’m going to tell you right now exactly which ruts you’ll find yourself in throughout your career.

 

1. Being Bored
No matter how much you love your job, how many hours you work, or how large the pile of to-dos is on your desk, there will come a time when you will find yourself suddenly underwhelmed, unmotivated, or unstimulated at your job for days on end.

It could be for a number of reasons. Maybe your boss has stopped challenging you. Or, maybe you’re making the mistake of not seeking out challenges, or looking for exciting projects. Or, maybe you’ve found yourself in a new role that isn’t as exciting as you thought it would be.

Whatever the reason, boredom is usually pretty fixable. You can ask your boss for better projects, or see if you can chip in on what other teams are working on, or find ways to keep learning, like taking online classes or attending conferences related to your industry. If that still leaves you no better than you were before, it may be time to move on and find a role that’s more engaging.

2. Feeling Unhappy
Unhappiness is a more serious sign to keep an eye on.

Why is it so much more common than we realize? Because for one, we’re fickle beings—we’re always changing our minds and shifting our priorities. Which means the things we want in our careers now may change one, two, five years from now. That’s OK!

The other reason is because sometimes we’re really bad at recognizing when we’re miserable. We’ll place the blame on other things (woke up on the wrong side of the bed, had a bad commute, a crazy boss) rather than accept that something bigger is affecting us.Figure out what is making you unhappy and use that information to decide what your next steps will be.

Maybe it means transferring roles internally, changing companies, or switching industries entirely. Or maybe it’s even more simple than that. Maybe it’s talking to your boss about an overwhelming workload. Or asking your co-worker to stop talking to you when you’re working at your desk.

Whatever the cause, take the time to identify it and start making moves to solve it.

3. Doubting Your Career Path
Unless you’re very lucky, you won’t find yourself satisfied in the same role in the same industry throughout your entire career.

Don’t beat yourself up if you’re unsure about what you want to do next—even if you’ve spent 10 years in your role and are now doubting everything. The good news is that it’s never too late to make a change, whatever that means for you. The even better news is that you don’t have to have it all figured out when you’re 30, 40, 50.

As Benjamin Franklin said, “When you are finished changing, you’re finished.” Don’t be finished.

 

4. Feeling Like Nothing’s Going Right
Ever have those months when nothing’s going right? You keep messing up basic tasks, your manager keeps sending your work back with heavy revisions, your co-workers keep shutting down your ideas?

It could be your fault—if you’re job searching, for example, and getting nowhere, it might be worth reconsidering you’re approach.

But it could also be due to external forces, like a company restructuring or a bad boss. If so, it’s worth figuring out whether these can be fixed, and if not, what steps you can take to better set yourself up for success.

 

5. Having to Deal With a (Big) Change
Your company just went through a huge merger, half your department got laid off, you got laid off, they brought in a new boss, or oyou’ve moved to an entirely new city for a job.

One day, something major will happen that will shake up how you do things and think about your career. While it’s practically impossible to prepare for something like this, remember that it’s common. And, that it’s salvageable. And, that the feelings of loss and doubt and frustration and sadness won’t last forever. And, that you’ll come out stronger and more equipped to handle anything that comes your way. If you don’t believe me, read this.

 

The last thing I want to emphasize is that it’s easy to feel alone when you’re in these ruts, or that no one understands what you’re going through. But I can confidently tell you that everyone experiences these. Why else would I write this article?

So, don’t be afraid to admit when you’re in one—if you don’t, you’ll regret not making a change sooner. And if you still feel like the only one, chat with people just like you (and get some reassuring advice) on our Stuck in a Rut discussions platform.

Source: https://www.themuse.com/advice/career-ruts-everyone-will-get-into-some-point?ref=recently-published-1

 

1

The man in charge of rolling out Newcastle’s new bus network says it will be a “quantum step up” for commuters in the city.

Mark Dunlop took over from Keolis Downer Hunter chief executive Campbell Mason in December after 33 years in South Australia’s public transport system.

On Sunday, he will take the wheel as Keolis Downer’s Newcastle Transport launches an overhaul of bus routes and timetables six months after the state government privatised the network.

Mr Dunlop, who moved to Newcastle in September, said his team had drawn on customer and driver feedback, Opal data and the company’s Australian and international experience to devise the network.

“Overall, from what I’ve looked at this network, I’m very confident that the package overall is a quantum step up,” he said.

“The network here hasn’t changed since 2008, and, whilst I haven’t been in Newcastle for that long, but with any community the dynamics and geography and social parameters change over that time.

“Something that traditionally ran down the street in 1953 is going to change.

“Yes, will there be issues? Will there be people trying to work through it? It’s a big change. We understand that. We understand it can be daunting.”

Some commuters have complained about losing direct bus services to the CBD and other key destinations, such as shopping centres.

Mr Dunlop said the new network was based on routes feeding into “spines” of high-frequency services, which would require more transfers for some commuters.

“It’s all about high-frequency routes and feeding into those and giving more travel options. There are people who will have to change a bus, but that’s all been built in and timetabled.

“It’s not hop off a bus and wait 20 minutes.

“It’s all been timetabled to connect and you’re on a spine that’s with a 15-minute frequency.

“Our operations team and designers have worked hard to make sure that all meshes together.”

The company, which also runs bus networks in Perth, Adelaide and Brisbane, has drawn flak from Newcastle commuters and the government for underpaying drivers and cancelling services.

The Newcastle Herald reported this week that on-time running statistics for buses had deteriorated in the three months after Keolis Downer took over, a problem the company attributed to “Supercars, school formals and King Street congestion”.

Mr Dunlop would not disclose the firm’s targets for increased patronage on the new network but was confident the timetables had been “appropriately timed to real conditions”.

“I think all of us have to acknowledge what everyone’s been dealing with in traversing Newcastle,” he said. “That’s a matter of life, but the new network has taken that into account.”

He said the company would continue to adapt the network based on customer feedback.

Keolis Downer will have “travel concierges” and pink-shirted customer service staff on board buses and ferries from Sunday to help commuters.

Source: http://www.theherald.com.au/story/5164294/keolis-downer-says-bus-changes-big-step-ahead-for-newcastle/

1

Worried what your boss thinks of you—if they like you, trust you, and think your contributions match up to their expectations?

If so, you’re not alone. Considering you’ll end up spending 10 years of your life at work, getting along with your boss is not only critical to succeeding in your career, but matters for your overall happiness and engagement at the office.

With that in mind, here are three easy ways to develop an effective, productive, and mutually rewarding relationship with your manager (even if they’re a tough cookie to crack):

1. Stop Using Email to Have Important Conversations
Is email your go-to forum for everything? In certain cases, it could be hurting your relationship. Even if it’s your manager’s favorite medium, it’s time to break the pattern of always relying on this.

Opt for in-person meetings if the conversation’s beyond a task or agenda-setting item—for example, if you’re asking for something or apologizing for a mistake. Not only is it just polite, it’ll most likely lead to a more productive discussion and help ensure you and your boss are truly on the same page.

“All of us are the worst possible version of ourselves in digital media,” adds Celeste Headlee, journalist and author of We Need to Talk: How to Have Conversations That Matter. “We might think we are persuasive in email, but scientifically, we are so much more persuasive in person.”

2. See Your Relationship With Your Boss as a Two-Way Street
Too often, we see ourselves as the executors and our managers as the creators of work, forgetting that our manager is also responsible for their own assignments.

So, if you want to immediately improve your relationship, ask them this simple question: “What can I do for you?” By opening up this conversation, you open the door for them to delegate projects they may not have otherwise considered. And, taking on stretch assignments can improve your visibility and lead to career advancement.

3. Be a Good Recipient of Feedback (and Ask Pointed Questions)

Get in the mindset that you want actual, honest feedback—and be physically ready for it.
Even if the feedback seems insensitive, kindly explain how the approach hurt your feelings, but then ask questions to get at the root of the problem, making it clear you really do want to improve. If you’re a good feedback recipient, your boss will be more likely to share valuable advice with you, which will ultimately help you grow.

And, if you’re finding that you only getting positive feedback, ask your manager to be more specific, or try mentioning something you wish you’d handled differently.

“If you open a dialogue with self-reflection, you give your boss—who might be uncomfortable giving you criticism—the opportunity to go on the learning journey with you,” advises Denise Cox, VP of Technical Services at Cisco Systems.

Finally, don’t wait for periodic reviews to get constructive feedback. If you can, ask your manager to schedule time to meet one-on-one weekly or monthly.

Research by Gallup shows that 50% of employees leave their job “to get away from their manager to improve their overall life at some point in their career,” which means building the right kind of relationship with your boss can make a real difference to your job satisfaction and career progression. Plus, it’ll make your friends and family find you much more enjoyable to be around outside of work.

 

Source: https://www.themuse.com/advice/tips-creating-productive-relationship-boss?ref=recently-published-0

1

The prospect of returning to work after years away from my career was daunting. I faced a host of challenges: a lack of recent and relevant experience, outdated corporate skills, and uncertainty about my Baby Boomer place in a Millennial-focused world.

I still thought, however, based upon my early career success and an advanced degree in my field, that I’d get a great offer in no time. It didn’t happen. My strategy—jumping into a role that was the wrong fit (and later leaving), followed by picking up consulting gigs here and there and then trying to explain it all in a resume with gaps and changes—was failing. I needed a strategic shift.

So I changed everything, from how I was approaching the job search process to my end goal. As a result, I applied for and landed a returnship, with Goldman Sachs. (If you’ve never heard of it, a returnship is an internship for people returning to the workforce.) It enabled me to add current and substantive experience to my resume, and reset my career path so I could once again move forward.

Here are the six most important lessons I learned in my quest to get back on track.

1. Update Your Online Presence
Being a somewhat tech-savvy boomer, I had a LinkedIn profile.

But too many people have ones that are lackluster or outdated. If that’s you, place this at the top of your to-do list. Both recruiters and hiring managers use the site to find and screen candidates.

I left off dates for my degrees to minimize age bias, and truncated my experience to the past 10 to 15 years (I recommend you do the same!).

2. Network—Always
You may think that networking is just for young professionals who need to meet new people. That’s simply not true. It’s beneficial regardless of your age.

For example, I had a friend put in a good word for me, and I know that helped me to be considered for the role at Goldman.

Here are four things you should start doing (if you’re not already):

Periodically touch base with professional contacts. Be memorable by sending a personal note and an interesting article once a month.
Let the other person know that you respect their time by being specific when you have an “ask.” Say (or write): “I’d really appreciate your perspective—can we speak/meet for 15 minutes?” And then stick with that time commitment.
Extend your network. Ask your contacts to connect you with their contacts.
Follow-up with a thank you note, every time. Take it to the next level by offering to be of help if they ever need your perspective or expertise.

3. Make it Easy for People to Help You
If you’re asking someone to refer you, give them everything they need, so they can simply send along your details.

So, if you’re applying to a role at their company, this includes the job name, job number, your resume, and bullets outlining what skills and experience you’d bring that match the requirements for the role.

People are busy, and so if you give them a complete email they can simply forward, it’s a lot more likely it’ll get passed on.

4. Refine Your Elevator Pitch
When you’ve had a lot of experience, it’s important (though often hard) to be clear about your objectives.

What are your areas of expertise?

What type of role are you looking for?

It’ll be tempting to rattle off everything you’ve done in the past, or say, “I can really do anything.” But a long speech can be overwhelming for listeners—and can make you look overqualified—and unfocused. So, cut it down and zero in on one thing you want the other person to come away with. My rule of thumb is that it should be no longer than 30 seconds.

5. Practice Self-Care
Unreturned emails, closed doors, and rejection all sting. But, it happens to pretty much everyone, especially when you’re outside the “sweet spot” of hiring prospects.

There’ll be surprises for better and worse: People that you’d have bet would be right there to help aren’t; and people you barely knew will do all they can.

So, it’s all the more important to be kind to yourself: go the gym, meet friends, and see a movie! That stuff may seem frivolous when you’re job searching, but it’ll help you feel happier—and keep you from letting your identity be wrapped up in your professional life.

6. Pay it Forward
Once you’ve landed in your new role, do what you can to help a colleague or friend of a friend. It could be at work, like offering to mentor junior employees.

Or, it could be that someone contacts you seeking your advice. Remember how you felt when you were job searching and do your best to find the time!

And of course, when you’re hiring in the future, give those who’ve had winding career paths a second look.

After my 10-week returnship program ended, I was asked to stay on for another year—and I did, happily. When my role recently came to an end, leaving Goldman Sachs was bittersweet.

But one thing that made me feel better is that I knew I was ready to find my next, more permanent position. On this search, I have not only a solid and recent accomplishment to leverage, but all of the lessons I’ve learned the last time around, as well as some new and treasured Millennial friends.

Source: https://www.themuse.com/advice/the-6-best-job-search-lessons-i-learned-after-10-years-away-best-of?ref=the-muse-editors-picks-1

1

Whether you consider this fact disheartening or motivating, you can’t deny its truth: You probably spend more time with your co-workers than you do with anyone else.

When you’re in the office at least 40 hours per week, the people you work with become a big part of your life. So it pays to have solid relationships with them.

Not only does that give you a strategic advantage in the workplace (hey, it never hurts to be well-liked!), it also makes work that much more enjoyable.

If you don’t consider yourself particularly close with your colleagues, don’t worry—cultivating a more caring and supportive atmosphere at work doesn’t need to be a complicated undertaking.

Here are four super simple things you can do to show your co-workers that you care and, as a result, make your office a place that you look forward to spending time in.

1. Offer Help

Think of the last time you were struggling at work. Maybe you were swamped and overwhelmed, or perhaps you were stuck on a challenging project.

Wouldn’t it have been nice if someone had stopped by your desk and provided some advice? Or even offered to take something off your plate? Wouldn’t that alone have made you feel so much more valued and supported?

Absolutely. So, why not do that same thing for a colleague? When you see someone who’s stressed or confused, just ask: Is there anything I can do to help?

Even if your co-worker doesn’t actually take you up on your offer, just the fact that you recognized the challenge and wanted to do something about it goes a long way in fostering a more empathetic culture.

2. Get Personal

No, you don’t need to get too personal—after all, you’re still in the office.

But, even though you’re in a work setting, aim to forge a relationship with the whole person—not just a job title.

This means that the more you can get to know about your colleagues’ interests and passions outside the office, the easier it will be to connect with them on a more human level.

Whether it’s asking about his marathon training or admiring her desktop background featuring a photo from her recent vacation, don’t neglect to strike up the occasional small talk. Doing so will demonstrate your investment in them, while also giving you common ground that you can use to connect even further.

3. Provide Recognition

Everybody loves to get a pat on the back for a job well done—that’s universal. But gratitude and adequate recognition can easily fall by the wayside when we’re wrapped up in the chaos of our everyday lives.

Step up and be that colleague who always applauds the hard work of your team members. Maybe that involves sending a quick Slack message to let her know how much you enjoyed her presentation. Or, perhaps it means highlighting your co-worker’s contributions when your boss commends you for your own hard work on a recent project.

These sorts of comments might seem small, but they can make a huge impact when it comes to helping others in your office feel valued.

4. Do Something Nice

Little acts of kindness won’t go unnoticed—particularly in the office. So, when’s the last time you did something nice just because you felt like it?

Go ahead and pick up some bagels on your way into work one morning (when in doubt, free food is always effective). When you’re heading out for lunch, ask that colleague who looks insanely busy if you can get anything for him.

Your co-workers are sure to appreciate those little niceties and treats that you sneak in every now and then. Plus, as an added bonus, doing these sorts of things makes you feel good too!

These four strategies are great for showing your co-workers that you actually care about them. And they’re incredibly simple and take almost zero effort on your part.

So, if you’re eager to forge better, more supportive relationships with your colleagues (and if you aren’t, you definitely should be!), put these four tips to work. You’re sure to become one of the most-liked people in your office—while simultaneously cultivating a more positive atmosphere for your entire team.

 

Source: https://www.themuse.com/advice/4-easy-things-you-can-do-to-show-your-coworkers-you-care?ref=recently-published-1

1

The story of Newcastle’s urban renewal project has been squeezed into road cases and is set to roll out to Australian cities and towns.

The mobile exhibition, ‘Renew In A Box’, is on display at Newcastle Library until the end of January, and will be offered in conjunction with Renew Newcastle’s not-for-profit consultancy service.

Renew Newcastle is a social enterprise project that finds spaces for artists and creatives over the short- and medium-term, within buildings or outdoors, in Newcastle’s CBD that are currently vacant, not used, or awaiting redevelopment.

Buildings were “borrowed” for the project, Renew Newcastle’s general manager Christopher Saunders said.

“And that’s what you’ll see in these boxes.”

An independent economic study by the Centre of Full Employment and Equity at the University of Newcastle found in 2017 that for every $1 invested in Renew Newcastle it returned $14.40 and added $3 million to the economy.

Renew Newcastle is supported by the NSW Government through Urban Growth NSW, Hunter Development Corporation and NSW Premier’s Department, and backed by Newcastle City Council, Newcastle Now and The GPT Group.

Renew Newcastle has consulted on 39 projects in cities and towns around Australia.

The Renew Newcastle model has been the subject of a television series Not Quite Art on ABC TV, and the book Creating Cities by its founder Marcus Westbury.

More than 200 projects have launched in Newcastle using the Renew model in nine years.

Artists and creatives are only ever temporary tenants, free to stay as long as the buildings were not being used. They must be ready to vacate within 30 days if required.

In Newcastle more than 30 Renew participants have gone on to sign commercial leases on the buildings they started in.

Source: http://www.abc.net.au/news/2017-12-06/urban-renewal-blueprint-in-a-box/9231918

 

1

Meetings are expensive. Not because you’re charging people to attend (obviously), but because they use people’s time; time that could be spent doing lots of other revenue-generating things. In fact, one study found that a recurring meeting of mid-level managers was costing one company $15 million a year!.

$15 million a year!

Not to mention, you also need to take into account the prep time as well as the context-switching time. Professor Gloria Mark at University of California, Irvine found that it takes an average of 25 minutes for a worker to return to their original task after an interruption.

Knowing these stats means that when I’m debating whether I need to call a meeting, I ask myself what it’s worth (literally). Is this the best use of everyone’s time, mine included? And not so infrequently, the answer is “nope.”

So, what to do then? Easy! Send a simple but critical email to keep everyone informed and on track.

What to Include

There are three key things you need to cover:

Logistics: why the meeting was canceled and, if it’s a recurring meeting, what to expect for next time
Action: any critical action items completed or pending
Information: any updates or general FYIs for the group

Note: Don’t fall into the trap of putting the action items and logistics last. Having the most critical information higher up ensures that it’s seen when your colleagues skim their email. Oh, and a bonus tip for you: Put people’s names in bold if they need to do anything to make triple sure they notice.

Source: https://www.themuse.com/advice/turn-meeting-into-an-email-template

1

The University of Newcastle (UON) has attracted $12.2m in the latest round of National Health and Medical Research Council (NHMRC) funding to investigate some of the nation’s and world’s greatest health challenges.

Announced today by the Assistant Minister for Health, the Hon Dr David Gillespie MP, at the Hunter Medical Research Institute (HMRI), the NHMRC funding for Newcastle will support 17 research projects and three fellowships.

Senior Deputy Vice-Chancellor (Research and Innovation), Professor Kevin Hall, said the NHMRC’s support for Newcastle’s researchers was testament to the University’s reputation for conducting world-class research.

“The University of Newcastle boasts some of the most accomplished, innovative and internationally-renowned minds in health and medicine,” Professor Hall said.

“Today’s announcement by the Australian Government bolsters Newcastle’s outstanding research performance in stroke and fertility, and acknowledges our strengths in research delivery across respiratory diseases, cancers and, mental health and substance use.”

“Research carried out at UON benefits not only the Hunter community, but also creates impact both nationally, and worldwide. Today’s announcement of almost $12 million in new funding will allow our academics to continue to lead the way in health and medical research.”

The NHMRC funding announcement includes support for the following projects:

$1.4m to Professor Amanda Baker and her team to develop Quitlink: Accessible smoking cessation support for people living with severe and enduring mental illness. This project will use the peer workforce, whose development in mental health services is a national priority, to bridge the persistent gap between mental health services and Quitline.
$385,000 to Dr Chantal Donovan and her team to target remodelling in COPD, chronic asthma and Idiopathic Pulmonary Fibrosis (IPF). These diseases have enormous socioeconomic burdens in worldwide, and are amongst the most common, debilitating lung diseases, characterised by a loss of lung function leading to severe breathing difficulties.
$870,000 to Associate Professor Christopher Dayas and his team: Cognitive inflexibility and the development of pathological habits in brain diseases.
$1.1m to Professor Murray Cairns and his team to examine complete genomics for mechanistic insight and precision treatments of schizophrenia.
$640,000 to Professor Murray Cairns to investigate the network biomarkers of traumatic stress resilience and sensitivity. This project will explore why some individuals exposed to trauma respond adversely while others do not. Traumatic stress is a significant precursor for chronic mental and physical illness, which collectively represent a substantial burden of disease globally.
$650,000 to Associate Professor Brett Graham and his team who will determine how a recently discovered network of nerve cells in the spinal cord contributes to extreme, persistent pain, and explore how it could be targeted to provide pain relief.
$1m to Associate Professor Christopher Grainge and his team to investigate whether bronchoconstriction (airway narrowing) worsens asthma.
$925,000 to Professor Philip Hansbro and his team explain the role and potential for therapeutic targeting of toll-like-receptor 7 (TLR7) in emphysema and Chronic Obstructive Pulmonary Disease (COPD).
$905,000 to Professor Phil Hansbro and his team to define the roles and targeting interferon-epsilon as a new therapy for influenza in asthma and COPD.
$820,000 to Dr Gerard Kaiko and his team to investigate functional characterisation of novel metabolites in asthma and identification of new biomarkers.
$175,000 to Dr Heather Lee and her team to target cancer-initiating cells with DNA methyltransferase (DNMT) inhibitors, which may lead to the prevention of cancer progression.
$405,000 to Associate Professor Joerg Lehmann and his team: First ever system to continuously and directly measure the internal anatomy to guide breast cancer radiation treatment under deep inspiration breath hold.
$530,000 to Professor Brett Nixon and his team for their project: Elucidating the role of epididymosomes in the transfer of fertility-modulating proteins and regulatory classes of RNA to maturing spermatozoa.
$450,000 to Dr Kirsty Pringle and her team to explore the factors that inhibit the trigger of preterm birth, the single largest cause of death in infants. This may lead to the identification of novel treatments that have the potential to delay the onset of preterm labour.
$510,000 to Associate Professor Rohan Walker and his team to investigate paralysis of microglial (a type of cell located throughout the brain and spinal cord) in post-stroke neurodegeneration (SND): help or hindrance?
$490,000 for Associate Professor Rohan Walker to assess stroke induced disturbances in glymphatic clearance: implications for brain repair?
$675,000 Professor Xu Dong Zhang for their project: Role of lncRNA IDH1-AS1 in regulating c-Myc driven-glycolysis and tumorigenesis.
The NHMRC also announced three Translating Research Into Practice (TRIP) Fellowships to UON researchers:

Associate Professor Gillian Gould, School of Medicine and Public Health ($180,000)
Mrs Rachel Sutherland, School of Health Sciences ($180,000)
Dr Kate Bartlem, School of Psychology ($180,000) – offered under the Medical Research Future Fund (MRFF) Next Generation Clinical Researchers Program from the MRFF Health Special Account.
Professor Christopher Grainge is a Staff Specialist in Respiratory & General Medicine at Hunter New England Health. Dr Rachel Sutherland is Nutrition Manager at HNE Population Health. Dr Kate Bartlem is a Post-Doctoral Research Fellow at HNE Population Health.

Source: https://www.newcastle.edu.au/newsroom/featured-news/$12.2m-to-support-newcastles-vital-health-and-medical-research

 

1

Fact: Working with other people is hard. Even when you like them.

And over the years, I’ve tried different strategies to improve relationships (or, at the very least, prevent myself from freaking out in people’s faces).

But then, last year, I started going to therapy to deal with a situation outside the office. And I was surprised to realise that a lot of the advice I was getting could be applied to the workplace, too.

In fact, by using these therapist-approved strategies, I’m able to deal with difficult work situations much better now. So, before you let co-workers drive you up another wall, here are three new things to try.

1. Validate the Person’s Feelings Before You Do Anything Else

You know that passive aggressive co-worker who drives you nuts? Dealing with their behaviour can be super annoying!

Now, most of us don’t need therapy to recognise that we don’t have any control over others’ moods or behavior. But, instead of getting irritated about it, my therapist taught me a trick that makes that reality way easier to accept. All I have to do is imagine why someone might be acting the way they are, identify how I would feel if I were in their position, and then validate that feeling.

For example, if a client asks me to turn a project in sooner than we’d initially agreed and then gets annoyed when I say no, I’ll first try to identify why they might be making this request. Maybe their boss is putting pressure on them. If that were me, I’d be feeling really stressed out. And, I’d be disappointed if my request for an accelerated deadline were turned down. So, I’ll tell my client, “I imagine that this is probably disappointing for you.”

I know it sounds a little hokey, but this works wonders. By trying to empathise (even if I think the person’s wrong) and then validating what they’re feeling, I’m able to shift my attitude from frustration to empathy.

And, the client feels heard, too. Nine times out of 10, they’ll calmly reply, “Yes, I do feel disappointed.” It’s like identifying the feeling takes the hot air out of the situation. I’m then able to reiterate that I can’t accommodate an earlier deadline without things escalating.
2. Say What You’re Actually Thinking—and Say it Clearly

When I used to find myself in an awkward situation, I’d usually scramble to make things less awkward as quickly as possible. This usually meant bending over backward to make the other person happy, with no regard for my needs or feelings.

Now, I use a simple formula that I learned in therapy to clearly and concisely make my point:

the change I’d like + why the current option isn’t working + why my preference is better

For example, I had a client who said she hated my proposal. I’m perfectly fine with constructive feedback, but telling me you hate something doesn’t help me at all. So I said, “I’d like us to communicate with each other more respectfully because telling me you hate something doesn’t feel constructive. I’d prefer if you provided me with specific feedback about what isn’t working for you because that’ll help me to to deliver the work product you’re looking for.”

She immediately apologised and we were able to get on the same page from there.

As I’ve become more comfortable telling people what does or doesn’t work for me, being more assertive has gotten less scary. Even better, it’s made my working relationships stronger and more honest.
3. Set Boundaries

I’m a recovering people pleaser with a serious compulsion to say “No problem!” without even thinking. This usually leads to me feeling stressed and resentful, which isn’t good for me (or fair to my co-workers).

Getting comfortable with setting boundaries has made a huge difference. When a client asks me to sit in on a last-minute meeting or my boss wants me to work late, I now pause and consider whether or not it’s something I am willing and able to take on. If it’s not, I simply say, “I’m sorry, but that doesn’t work for me.” If it makes, sense, I’ll offer up a reason or an alternative solution. But sometimes, no just means no.

I’ve learned that setting boundaries can also be a proactive exercise. I’ll often tell new clients up front that I don’t check emails over the weekend or that I need a full 24 hours to respond to new requests. Managing expectations and setting boundaries from the start helps me to avoid annoying or uncomfortable situations in the future.

In no way am I suggesting that you should start saying no to every request from your boss, or setting ridiculous boundaries with your co-workers. These relationships are two-way streets, and you’ll sometimes need to bend to accommodate others.

I also understand that not everyone can turn down their manager when she asks them to work late or to avoid email all weekend—everyone’s boundaries will be different. But, learning about these strategies has made it way easier for me to navigate difficult and uncomfortable situations, so I’m pretty sure that they’ll work for you, too.
Source: https://www.themuse.com/advice/3-strategies-thatll-make-working-with-people-easier-because-its-hard?ref=carousel-slide-2

1

You’ve likely heard the advice to add numbers to your resume bullets. It helps recruiters really picture the impact you’ve made in your position, and it frankly just sounds more impressive.

See for yourself: Which person would you hire?

Person 1: Duties included taking field measurements and maintaining records, setting up and tracking project using Microsoft Project, and developing computerized material take-off sheets.

Person 2: Initiated and managed tracking systems used for the Green District water decontamination project, saving $125,000 on the overall project through a 30% decrease of staff allocation time.

Exactly.

Of course, I know what you might be thinking: Sounds great, but what if I just don’t really work with hard numbers? Maybe you’re in a role that requires softer skills, or maybe you don’t have hard data or sales reports to pull from.

That’s OK! Truthfully, no matter what you do, you can add some numbers and data to your resume to give it that extra touch.

Here are three ways to quantify your experience without being in an inherently quant-y field:

1. Range

Not knowing the exact figure for things is often a big deterrent for using numbers in resumes. But one way to overcome this is to use a range.

It’s perfectly fine to not know exactly how many clients you see a month or how many calls you take a week, but that doesn’t mean you shouldn’t still quantify it.

Give it your best estimate, and the range will show that there is a bit of leeway. And, of course, focus on your impact.

2. Frequency

Now that you know it’s fine to use a range, one of the easiest ways to add some numbers is to include how frequently you do a particular task (after all, that’s a number that applies to pretty much everyone).

This is particularly helpful in illustrating your work in high-volume situations—a hiring manager will be able to see just how much you can handle.

3. Scale

You’ve heard it before and you’ll hear it again: Employers across the board care about money—and saving it. Including the frequency of your actions give a great sense of scale, but an even more eye-catching way to do this is to talk about the bottom line.

Think about all the things you do that ultimately save your company money, whether it’s streamlining a procedure, saving time, or negotiating discounts with vendors. Multiply those actions by how frequently you do them, and pop them into your resume bullets (remembering, again, that rough numbers are OK).

Numbers make such a huge difference in resumes—no matter what your work involves.

So, the next time you’re polishing your resume, try adding a few numbers to quantify your work and see how they really drive home the impact you’re capable of making.
Source: https://www.themuse.com/advice/how-to-quantify-your-resume-bullets-when-you-dont-work-with-numbers?ref=carousel-slide-1

1

A Facebook post has sparked a storm of nostalgic excitement among the Newcastle community.

Could beloved restaurant Big Al’s be reopening in Newcastle?

That was the promise from a mystery hospitality operator on Facebook on Saturday.

Thousands of Novocastrians were ecstatic with the news, but no further information has been released.

Fairfax Media attempted to make contact with the anonymous poster and received this message in response.

“Thank you for you interest in the return of the iconic Big Al’s Family Restaurant. The social media response to our post has been overwhelming, with a reach of over 180,000 people. We won’t be releasing any further details at this early stage. However, the relaunch of Big Al’s will involve experienced hospitality operators, carefully recreating the sandwich and subs which everyone has come to know and love. We will be releasing more details over the coming months for a relaunch in the first half of 2018. Thank you.”

It looks like the popular family restaurant, which closed in October 2006, really is due for a comeback.

The burgers, the fries, the little red plastic baskets and all. It is almost too much to handle!
Source: http://www.theherald.com.au/story/5006007/big-als-could-be-in-for-a-big-comeback/

1

You’ve waited months for this moment—the chance to prove your worth to your boss and get a leg up in your career.

Let me break it to you: You won’t get what you want if you don’t prepare properly. In fact, your review will only go well if you get organized and collect all your information before the talk.

So, with that in mind, here’s what you need to do the night of your next performance review to put yourself in a great position for a productive conversation that’ll get you ahead in your career and get you on your boss’ good side:

1. Learn How to Respond to Feedback

You know not to yell (right?). But do you know there are ways to respond to negative feedback that actually make you look good?

You’re going to want to pay attention to the following because it’s possible you’ll receive some not-so-great feedback. And even if you’ve been doing fabulous work, it’s almost guaranteed you’re going to receive some form of constructive criticism (no one’s perfect, after all).

First, as Muse Career Coach Emily Liou points out in an article about handling negative feedback, own up to your mistakes and be ready to offer a solution or show initiative to do better.

And, says Muse Writer Rich Moy, avoid blurting out things like “I didn’t realize that was wrong” or “It won’t happen again!”

2. Collect Your Accomplishments

Think you deserve a raise?

It’s so important to state your case by listing out your accomplishments (including how much money you’ve made for the company, the skills you’ve learned, the relationships you’ve built, and the projects you’ve completed) over the past six months or year.

3. Review Your Current Goals

Did you set goals at your last review? Or, do you have some personal ones of your own?

Either way, reviews are a great time to look back at what you were hoping to accomplish and see if you, well, actually did them.

If you met your goals, what did you learn along the way? Which ones are you most proud of? How can you build on them in the future?

And if you didn’t achieve them, how far did you get? Did your priorities change? What held you back? What can you do differently going forward?

Jot down some notes to discuss further with your manager when you meet. Which leads me to…

4. Set Some New Goals

Now that you know how far you’ve come, now you can decide where you want to go.

Do this by setting some realistic, yet ambitious goals. Consider the following:

What skills would you like to master by your next review?
What responsibilities do you want to take on?
What projects are you passionate about pursuing?
What weaknesses would you like to improve upon?
What goals would you like to continue to build on?
What role do you want to shoot for one to three years from now? What can you do now to put yourself in the running?

5. Prepare Any Lingering Questions

Especially if one-on-one time is rare in your office, reviews are super helpful for getting some of your most burning questions answered. It could be about the status of your team or department, or the goals of the company, or possibilities for career growth (like budget to get some professional development help).

6. Prepare for a Tough Conversation

Maybe your boss will bring up some serious concerns. Maybe you even seen a performance improvement plan coming. Or, maybe it’ll be a normal review on your manager’s end, but you’re going to have to raise your hand to discuss bigger issues.

For example, now’s a good time to talk about the fact that you’re bored in your role or you’d like to consider an internal transfer.

Having these conversations is hard! But being prepared makes it a little easier.

7. Pat Yourself on the Back

Finally, give yourself some credit for making it to this big milestone. Sure, it happens every year, and you may not even receive anything special except for a simple “Great work” from your manager, but you’ve made it through what was probably a busy, exhausting, or even tumultuous period—look back on it, pat yourself on the back for everything awesome you did, and know you’re going to kick even more butt after this review.

 

Now all you have to do is double-check your review time (in case you have a jam-packed day), lay out a slightly-nicer-than-usual outfit (it doesn’t hurt), and get some beauty sleep.

And no matter what happens, because you’ve prepared, you’re sure to handle it like a champ.
Source: https://www.themuse.com/advice/7-things-to-do-the-night-before-a-review-if-you-want-it-to-go-well?ref=carousel-slide-1

 

1

Can you get me a job at your company, please?

Do you know the CEO—and can I talk to her?

Want to see my resume? It’s awesome, I swear.

These are the things we’d like to say to people when we’re networking, but for obvious reasons can’t.

So, the question always becomes, what can we ask?

I recently read Molly Beck’s book Reach Out: The Simple Strategy You Need to Expand Your Network and Increase Your Influence. And in it, she breaks down the art of networking into bite-sized steps—one of which talks about good versus bad favours.

The concept is simple: Some things you choose to ask your network are better than others. And this means the difference between someone wanting to help you out and someone wanting nothing to do with your request.

If you read the quotes above and cringed at the thought of saying them to someone you knew, you already know what a bad favour is.

So, what makes a good favour?

“The key to a great favour is to ask a particular, definable question whose answer cannot be found on Google and can be answered easily in a paragraph or so via email,” says Beck in the book.

Let’s break that down a bit more:

 

It Should Be Specific

Your ask should be tailored to the person and not super open-ended. Beck gives the example “Can I pick your brain?” as both being way too vague and asking too much of someone (and for free, mind you). You’re better off saying something like, “What advice do you have for someone who wants to break into finance like yourself?”

 

It Should Be Non-Googleable

Don’t ask someone a question that you can look up yourself. Beck uses “What open jobs does your company have?” as an example that you could easily search on your own time.

 

It Should Be Short

Many of your requests will be sent over email to someone who’s already pretty busy, Beck points out, so they should be able to answer it without spending hours crafting a response.

 

Now of course, if the person seems excited to chat with you, you can ask to meet in person. But, Beck suggests, “If and when people say yes, keep in mind that you are working around their schedule, not yours, and you should be traveling to go to a place that’s easy for them to get to. Additionally, when you do meet for coffee or even a meal, you should be paying for them.”

Finally, the author says, every favour should come with a gift. Because this person is going out of their way for you, you should do the same—meaning you should include at least two beneficial things in your initial reach-out. Now, before you worry that you have to send a fruit basket and a bottle of wine every time you ask someone to grab coffee, don’t. It can be as simple as a compliment, a book recommendation, or an introduction to someone you think they would benefit from knowing.

(But if they end up helping you out in a big way, you might want to send them one of these thank you items.)

One of the most memorable favours I’ve ever gotten asked was when a reader of my blog emailed me to say that her friend was a big fan of my writing, and would I consider doing a birthday shout-out on the blog to her? It made my day that she and her friend thought so highly of my blog, and it was such a cool way to make someone feel special on their birthday. Of course I said yes. That super-unique favour opened up a great line of communication between all three of us.

Your request may be simpler (or, even more complicated) than this, but that doesn’t mean it’s not worth asking. If you follow the guidelines above, you’ll make it that much easier for someone to say yes—and be excited about it, too.
Source: https://www.themuse.com/advice/a-networking-expert-on-how-to-ask-people-for-career-favors-and-get-a-yes?ref=carousel-slide-3

2

MORE than 400 job seekers with a disability have been hired by Hunter businesses in the past 12 months, according to leading employment services provider, APM.

APM has been promoting the benefits of employment for people with illnesses, injuries or disability, and supporting employers in the region, since 2002.

Since October last year the company, which is Australia’s largest provider of Disability Employment Services (DES), achieved 426 successful job placements for throughout the Hunter.

As well as supporting job seekers through applications, interviews and training, the service works with employers to match potential employees to positions in their business.

APM’s Regional Manager for DES, Kate Falkenmire, said their teams work with job seekers from all backgrounds and with a range of disabilities to seek out the sustainable employment options across the region.

The service also helps local businesses access government wage subsidies and access funds for new equipment, workplace modifications or training required to assist a job seeker when they start work.

The Smith Family Trust owner Doug Smith recently hired job seeker Shane Riley through APM. Shane is the fifth person he has employed through the company and Doug said he regularly makes use of the support APM offers.

“They assisted with the end-to-end recruitment and have been providing regular support for over six months for my employees in the workplace,” he said.

Building on the success of their DES program, APM recently launched its first service to specifically help young job seekers across Hunter and the Central Coast.

APM YES (Youth Employment Services) looks to engage school leavers and people aged 15 to 24, and help boost their prospects of finding employment after leaving the classroom. While also helping local businesses fill their hiring gaps.

Source: http://www.theherald.com.au/story/4968945/bring-down-barriers-with-apm-services/

2

A messenger from another planet was spreading the gospel of change in Newcastle two weeks ago.

Her name: Kaila Colbin.

Her message: prepare yourself for great technological change.

Colbin is an ambassador for Singularity University, a Silicon Valley think tank and business incubator that aims to educate people about technology change in society.

Singularity University has planned its first Australian Summit for February 2018 in Sydney, with several speakers covering topics on technology and change.

Colbin, who lives in Christchurch, New Zealand, curated the organisation’s first summit in New Zealand.

Among her chief interests is artificial intelligence (AI).

“I’m interested in technological unemployment. What are we doing about jobs, that are being replaced by AI,” Colbin says. “Do we have systems, processes and structures in place to retrain people for new jobs. Are we looking effectively at all the possible policy responses to that, in terms of minimum basic income or affirmative action for humans, or a whole range of possibilities we can be thinking about now.”

Among the topics that come into that discussion: provision of a universal basic income and continuous learning.

Colbin points to the notion of society changing its lifestyle model – “Right now, the first third of our life is education, the second third is work and the third is retirement. We have to move away from that model and towards a model where we take those things and we slice them up into thin slices and we shuffle them together.

“So we do a bit of education and them we deploy that out in the real world, then we do some more education and we deploy that in the real world.

“So instead of you’ve learned to be your thing . . . you are that thing for the rest of your life, it is a model of continuous adaptation for the rest of your life because we don’t know what jobs are going to look like 10 or 15 years from now.”

Colbin was keen to visit Newcastle, even for day, because she had heard much about it from the ReNew Newcastle project created by Marcus Westbury. Colbin is heavily involved in the regeneration of Christchurch.

She called it “one of the most fascinating cities to live in in the world”. And acknowledged it has much in common with Newcastle.

“We have similarities in collective sense – our unique position, our scale, the society that we have, the kind of people we have. We have the opportunity to reimagine the way we want to live together in a new way,” Colbin says. “We have the opportunity to be innovative in a way that larger cities struggle with.”

Colbin addressed several groups in Newcastle in her short stay, encouraging attendance the Singular University Australia Summit, where technology and change will be front and centre on the agenda.

Source: http://www.theherald.com.au/story/4953443/finding-our-way-into-the-future/

1

You know those days when you leave work feeling amazing, pumped that you were highly productive? On the flipside, I’m sure you have days that are just the opposite. Ones that leave you feeling frustrated, wondering whether you got anything done. What if there was a way to end every day knowing that it was successful?

Unfortunately, there’s no bulletproof formula to guarantee this, but there are certain practices you can follow that’ll help.

Here are five habits that, if practiced daily, can boost your success at work:

1. Keep a Gratitude Journal

Gratitude journals have grown wildly popular and I can understand why. Earlier this year, I started a journal and committed to writing down one thing I’m grateful for every day. At 159 days in, I’m still going strong. I found that expressing gratitude every morning before work gets me in the right mindset and helps me prepare for the day’s challenges.

But don’t take my word for it. A study by UCLA found that people who regularly wrote down what they were grateful for were more optimistic and cheerful than those who didn’t. Interestingly, they also had fewer doctor visits and fewer work absences. Expressing gratitude daily is a simple, quick practice that has a massive impact, and there’s even an app for it in case you’re not a fan of physical journaling like I am.

2. Reduce Context Switching

Context switching is when you jump between various, unrelated tasks. You’re heads down on a project but get interrupted by an urgent message. A few minutes later, a conversation between co-workers distracts you, and, after you finally refocus, you remember an email you should have responded to earlier in the day. Does this sound like your day?

While rapid context switching may seem like the norm of the modern worker, Jessica Harris from Trello explains how it comes at a high cost:

We spend an average of just one minute and 15 seconds on a task before being interrupted.

It takes an average of 25 minutes to resume a task after being interrupted.

Heavily multitasking can temporarily lower your IQ by up to 15 points.

You probably can’t eliminate context switching altogether, but being mindful of the productivity damage it causes will allow you to create rules to avoid distraction (more on that in a second).

3. Create “If/When-Then” Plans

I learned about this habit from Robert Cialdini’s book, Pre-Suasion: A Revolutionary Way to Influence and Persuade. Here’s how it works. You pick a cue, then pick a desirable action that you can link to that cue. Here are a few “if/when-then” rules I follow:

If/when I need to work without interruption, then I leave my desk and find a drop-by room.
If/when it’s time to eat lunch, then I order a salad. Boring, I know.
If/when I get a calendar invite for Thursday (when my company has a no-meeting policy), then I move the meeting to a different day.
Research suggests that people who use “if/when-then” planning are between two and three times more likely to achieve their goals. This type of planning is effective because you’re proactively creating automatic responses. When situations arise that might prevent you from reaching your long-term goals, you’ve already decided how you’ll act.

4. Exercise—Even if Only for a Few Minutes

You know you should exercise—the benefits are significant. But knowing isn’t the tough part—it’s finding time in your busy schedule to make it happen.

Running, cycling, or going to the gym may be ideal, but all you really need is a few minutes. One option is the 7-Minute Workout. It’s an intense workout you can do almost anywhere and is proven to deliver results.

Taking a short break to go on a walk is a great way to reduce stress. A few years back I committed to going on one walk in the middle of the workday.

These quick strolls elevated my heart rate, for just a few minutes, and it enabled me to go back to my work with renewed focus. So, even if you don’t have time to hit the gym, exercising for only a few minutes each day is still worth it.

5. Have a Shutdown Ritual

Eric Barker, a best-selling author who wrote an entire book on success, teaches the importance of having a “shutdown ritual” in which you take the time to close out the day’s business and prepare for tomorrow. His research found that the simple act of writing down the things you need to take care of the next day can settle your brain and help you relax.

My shutdown ritual includes making a concise list (no more than three) of the most important things I need to do the next day. Since committing to this practice I’ve found that I think less about work when I’m out of the office. My ritual also includes cleaning my desk and shutting down my laptop, practices signaling that my work day has come to an end.

It turns out that implementing this has been found to relieve anxiety and help you enjoy your evening.

One final thought. While each of these five habits is intended to help you be more successful, it’s important to also pause and take a moment to define what success means to you.

These are guidelines, and, ultimately, you’ve got to create your own standard of excellence and measure progress accordingly. Because real, lasting success comes by aligning your actions with what’s most important to you.

Source: https://www.themuse.com/advice/5-habits-thatll-ensure-youll-end-every-day-feeling-successful?ref=carousel-slide-0

1

Your paycheck just got a bit heftier, and you’re thinking about finally biting the bullet and buying yourself that new computer, or taking your significant other out to a super nice restaurant, or splurging on a massage more than once a year. Or, maybe you’re trying to be more fiscally responsible, so you’ve decided to throw all that extra money into a savings account that you’ll one day use for something important.

Turns out, neither of these options is guaranteed to make you as happy in the long term as a third option—buying yourself time.

A recent study cited in The Washington Post found that some of the happiest people are those who invest their hard-earned money into outsourcing chores they dislike to do, such as cleaning or grocery shopping.

And, these findings doesn’t discriminate based on household income, marital status, or number of children—meaning no matter who you are and how much you make, this applies to you, too (even if you’d argue having the latest cool products is all the happiness you need).

So, why do so many of us lean toward buying nice things the second our bank accounts grow? Says the article’s author Jenna Gallegos, “…we’re hesitant to trade money, which is concrete and measurable, for time, which is much more uncertain,” while we know exactly what we’re getting our money for when we buy goods.

And yet, time is so valuable in our lives and careers. It means the difference between leaving work early or staying late, getting all our tasks done or only getting halfway through our to-do list, checking our email on vacation or having the luxury to truly unplug. So, if we could afford to get back an extra hour in the morning, or free up our evenings or weekends to work on things that actually matter to us, wouldn’t we be willing to pay for it?

Consider it the next time you get a raise or bonus—maybe you trade an expensive smartwatch for a laundry service that delivers (because sorting whites and colors every Sunday morning drives you crazy).

Of course I’m not saying that you can’t treat yourself to something you’ve worked hard for, but having clean clothes magically appear when you need them and an entire Sunday to yourself sounds pretty awesome, doesn’t it?

Source: https://www.themuse.com/advice/the-best-way-to-spend-your-raise-if-you-want-to-be-happier?ref=carousel-slide-1

1

As a soon-to-be college grad, I know that the world of work can catch you unawares. In preparing for the job search, I’ve found that experienced professionals often have a lot of great advice to dispense (also some not-so-great advice, but that’s an article for another day).

And it’s true that sometimes the wisest tips don’t come from experts, but from real people with real stories. So, with that in mind, The Muse team asked the LinkedIn community what wisdom they’d bestow on recent grads.

And upon reading all the tips, I couldn’t help but think that anyone—and really everyone—should read them, too. So with no further ado, here are my favorites:

1. Remember These Four Words

Be positive, principled, pro-active, and productive.

2. Discover Yourself

Consider this job a journey to learn about yourself. The purpose is to grow as a human being; to discover what you’re good at, what you love to do, and what you dislike.

Discover your why, and you’ll become happier and more passionate in life!

3. Be Open to Change

Don’t get discouraged when a job you really want does not pan out for you. It just opens up doors to other opportunities.

4. Don’t Hide From Mistakes

Be honest. Not sure about something? Ask questions. Screwed up? Own up!

I’ve always valued someone willing to learn, and we do that in different ways. I’ll always highly regard someone willing to be honest about their mistakes because we learn from those just as much as our successes!

5. Keep Moving Forward

Learn to hear feedback and never let it fester. Instead consider it, take what works, and move on.

6. Learn From Everything

Remember every moment is an opportunity to learn from everyone around you, no matter their title.

Pay attention when things go well; pay extra attention when they don’t, and watch how people react to it. Build relationships with the people who face problems by being their solution.

7. Make Connections

Your biggest asset is your network.

8. Be Patient

Networking + Resilience = Success

It won’t be easy but you have to start somewhere. This is just the first step on the stairwell, so don’t give up, and know that the best is yet to come!

9. Utilize Your Co-workers

Don’t be intimidated by your colleagues and superiors!

Remember that they were once in your shoes when they began their careers. Leverage their knowledge and experience and find ways to take what worked for them and adapt it to work for you.

10. Treat Everyone With Respect

Speak when you walk into the office everyday. Say good morning to your boss and peers as you walk past their offices, smile at janitors and receptionists in your office.

Don’t be so focused on getting ahead that it’s all business all the time. Treating people with humanity and integrity is most important.

11. Keep Your Own Counsel

Don’t assume that a co-worker won’t repeat your criticisms of a colleague. When asked how you feel about individuals in the office, be open and vague with your answers.

Always reserve judgment on your co-workers until you have enough time to make up your own mind.

12. Prepare for the Future

Develop good time management habits early on. Your workload will only increase with time, and so will your responsibilities. Be ready when they do.

From making the right impression to getting a handle on time management, a new work environment can be tricky to navigate. And, that goes for anyone, no matter how high up the ladder you are.
Source: https://www.themuse.com/advice/12-pieces-of-advice-for-new-grads-that-everyone-should-take
1

You’ve probably heard that the average job posting receives 250 applications, but I’ve seen as many as 3,000 people apply for the same role.

I’m not telling you this to scare you, but rather as encouragement. Because some people do make it through to getting hired—despite that level of competition.

As the Global Head of Recruiting for Johnson & Johnson, I’ve seen what makes the difference in whether people move to the final stages of the application process—or not.

Without a doubt, from interns to C-suite level leaders, the most impressive candidates I’ve seen are the ones who’ve taken the time to define what they want to accomplish in their professional life.

They have a professional purpose.

By that I mean they know why they do what they do, what they want to ultimately achieve, and how they plan to get there. Because they’re so clear on their goals, and so open in sharing them, I can tell almost instantly when I’ve met someone who should be working at our company.

So, if you keep applying and hearing nothing back, the number one piece of advice I can give you is to find your professional purpose and then use that as a foundation point throughout any recruiting process—from your cover letter to final interview.

With that in mind, here are two steps you can take now:

Step 1: Get Clarity

It’s easy to get swept up in the day-to-day of your job. A constant flow of urgent deadlines can make time slip away and, before you know it, two or three years have flown by.

That’s why it’s important to take time out, hit the pause button, and think about what a successful career really means to you. Determine where you get the most fulfillment in your professional life and start thinking about how that could become your professional purpose. Then get something down on paper and iterate on it.

Here’s an example of how to use your answer(s):

I spoke to a candidate recently who lost one of her parents to Alzheimer’s and had decided to look for ways to contribute to curing this disease. Her plan was to become a recruiter for the next three years so she could identify and attract the best Research & Development talent for a pharmaceuticals company to help them in the search for a cure. Her ultimate goal was to save enough money to apply to medical school, so she could contribute more directly down the line. Needless to say, she really stood out against the other (equally qualified) candidates we were considering for the job.

Your professional purpose doesn’t have to be as profound as that (mine isn’t!), but it should be something bigger than the job’s duties or making money. When you tell a hiring manager something you really connect with, they’ll be more willing to put their neck out, because they know that you have the passion for sticking with it.

Step 2: Share It

Which brings me to this: Once you’ve figured out what’s driving you, don’t be shy about sharing it with others. Yes, it can be a little uncomfortable to put yourself out there, but authenticity’s an HR buzzword for a reason. When you share more of yourself, you’ll find that people gravitate toward you and are eager to help.

Next time you’re asked to introduce yourself, weave in your professional purpose. (If you’re not 100% confident in how it sounds, here are two strategies for creating a one-line elevator pitch.)

I’ll bet people will ask you more about it or offer to connect you to someone who can help you on your journey to achieve it. Sharing a genuine reason why you’re pursuing a certain avenue in your career is much more compelling than listing off your past positions’ titles.

It’s the same in interviews. There are so many boilerplate answers to the question: “Why are you interested in this company (or role)?” And, as recruiters, we’ve pretty much heard them all.

You’ll stand out more when you answer the question by explaining why the job’s values fit with your professional purpose—and why it matters so much to you. “I’d like to work here as a designer because I am passionate about more transparent package design which can help mothers choose better products for their children,” is an answer that’s true—and will get further than, “I want to work here because this company is a leader in the field.” (You don’t lose any points with the second option, but every other person may say the exact same thing.)

So long as it’s something you genuinely identify with, your focus and energy will shine through and make you memorable—and more likeable, too.

You might wonder if I have a professional purpose. I do, and I firmly believe it’s part of the reason I’m in my current job. For years, I’ve been frustrated with the bad recruiting experiences that I and several of my friends have had with many organizations. My professional purpose is all about helping to solve this issue on a large scale. And that’s the opportunity Johnson & Johnson provides me–to reimagine recruiting from the ground up for a large Fortune 100 company.

So, if you keep getting passed over on the job search, revisit that classic advice to “just be yourself.” Tune into what you really want to do and how you’d like to get there. Then, weave that into your materials, networking conversations, and interview answers. I promise it’ll help you stand out.

Source: https://www.themuse.com/advice/this-is-how-you-stand-out-when-youre-competing-against-3000-people?ref=carousel-slide-1

1

When are you most motivated at work?

Is it coming back from a long vacation? On Mondays after a great Sunday with friends? Or, Fridays when you have a relaxing weekend in store? Is it when you’ve just gotten great feedback from your boss, or had an especially productive meeting?

Chances are it’s a combination of all of the above—and science agrees with you.

More specifically, I’m saying that happier people get more done, and get it done better than most. In fact, a 2015 study at the University of Warwick in the UK found that they’re precisely 12% more productive than the average individual.

In order to test this, participants in the study were either “shown a comedy movie clip or treated to free chocolate, drinks, and fruit” during the experiment, while “others were questioned about recent family tragedies, such as bereavements” to see if emotions played a part in productivity.

This finding may not surprise you—but the alternative might. According to Harvard Business Review, unhappy people are not only less productive than the average individual, they’re costly for companies. To quote HBRauthors Emma Seppala and Kim Cameron:

“In studies by the Queens School of Business and by the Gallup Organization, disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects. In organizations with low employee engagement scores, they experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time.”

What does this mean for you? For one thing, it’s crucial to not just like your job, but for it to make you happy. And being happy isn’t about the perks, or benefits, or money, but about finding a career that makes you feel fulfilled every day and like you’re contributing to something bigger than yourself.

I know—cheesy—but it’s true!

On the other hand, it also means companies should be investing more in employee happiness—whether that means encouraging flexible schedules or team bonding activities—if they plan on being profitable and sustainable in the long run.

Either way, it’s clear happiness is a big player in success for both companies and employees—and if we set our sights on it, we might be surprised with the result.

 

Source: https://www.themuse.com/advice/its-true-happy-people-are-just-more-productive?ref=carousel-slide-3

1

IF the dreary staircases in train stations and public places in Newcastle and the Hunter were brightly painted and even made music when you trod on them, would people use them more?

Year Six Lambton Public School pupil Annabelle Mahoney thinks so, and she also reckons if her idea was put into practice, the region’s troubling obesity rate would be lowered.

Judges in the Hunter Innovation Festival like her way of thinking and have named the diminutive 11-year-old the winner of the Smart Ideas competition.

Annabelle has won $1000 to prototype her idea plus business advisory sessions at The Business Centre and attendance at business development workshops.

“Annabelle had a simple idea that is relatively easy to implement and has so many benefits … And to top it off, she gave a remarkable and confident pitch; all the judges were impressed with her style,” said festival organiser Christina Gerakiteys.

For her part, Annabelle admits she was more than a little nervous when she stepped into the limelight at Watt Street Commercial to pitch her idea to festival judges.

“I didn’t think I’d win because there were adults and the guy before me had a really good idea,” she says in reference to finalist Christopher Glover, who pitched his idea to transform the former BHP site into an enormous carpark with linking ferries to Queens Wharf.

The two other finalists were Annabelle’s classmate, Alex Gallagher, whose idea was to install a solar panel roof at Lambton Pool to allow it to open year-round, and Isabelle Jones, who mooted a social media management platform.

Annabelle admits she got her idea at the eleventh hour after she saw a photo of a child eating a burger a Newcastle Herald report /story/4518448/obese-toddlers-and-a-system-under-pressure/ on obesity in babies and children in the Hunter.

“I did research and it says each step you take burns .025 calories so then I just needed a way to make people choose stairs,” she said.

Annabelle thinks that decorating stairs – either by simply painting them, putting motivational signs on them, funky lighting and even attaching electronics to allow them to make musical sounds – would make people opt for the stairs.

“If there are piano stairs it’s exciting to step up and see what sounds it makes,” she said.

Alex, who trains in a swim squad at  Lambton Pool, said his idea to heat the pool year-round was inspired by his cousin, a talented diver.

“She trains at New Lambton but in winter she has to go to Sydney because she can’t train anywhere in Newcastle,” he said.

Source: http://www.theherald.com.au/story/4702116/stepping-stone-to-success/

1

Newcastle visual artist Paul Maher is ready for a change of scenery – at least for a little while.

Maher has been notified that he has been successful in his application for an artist-in-residency stint at the Gatekeeper’s Cottage in Police Point Park in Portsea, Victoria. The residency program is managed by Mornington Shire Council.

In return for two weeks of residency at the historic cottage, Maher will teach some workshops on using the Brushes visual paint application on iPads to local school students.

The big draw for Maher is the opportunity to research his own new artworks.

“I’m really excited about being a recluse on the peninsula for two weeks,” he says. “I am trying to take something from here and make it unique to that place.”

He will take his field drawings and sketches from his Mornington Peninsula visit back to Newcastle to make finished works. He says he hopes to put on a “pop-up” show in Victoria to show the final artworks.

“I”ve been doing it that way for the last seven years, with the same subject matter,” he says. “I’m looking to extend what I do to a different part of the coast.”

I’m looking to extend what I do to a different part of the coast.- Paul Maher

Maher’s own recent practice has seen his works capture “the edges where the built environment meets the open space of a street, park or coastal walk”.

He recently participated in a show with fellow artists Dino Consalvo and Peter Lankas at the University of Newcastle gallery. Maher’s large-scale works continued his reflections on the Newcastle coastline and life around its public spaces and adjoining suburbia.

Maher has been a finalist in the Kilgour Art Prize, and is  working in his Hamilton studio on his entry for this year.

He’s also working with Newcastle ceramic artist John Cliff, who he has collaborated with previously, notably on pavement mosaics on Beaumont Street in Hamilton after the 1989 earthquake. Maher will experiment with some glazes/art on vases made by Cliff.

Source: Newcastle Herald

1

You used to love your job, but now you’re bored. You have to drag yourself to the office each day, and while you’re there, you’re not even working, just refreshing Facebook every five minutes.

If you’re being honest, you’ve outgrown your role, but you’re not ready to throw in the towel and move on just yet.

Job searches take a lot of time and effort, and—especially if you once loved your position or have close relationships with your team—you may be torn as far as whether you should try to make it work or look elsewhere.

Well, the answer depends on what’s causing your boredom, because once you know where it stems from, you’ll also be able to clearly see what your next move is. Here’s what I mean:

Stay if: You’re Coasting

The truth is, you could do your work in half the time—and with your eyes closed.

If the assignments that used to challenge you now seem like rote errands, then you’re sleep-working. Sure, you can do your job really well (maybe because you’ve been in it long enough to develop superb expertise) but you dread the idea of doing the same things over and over.

Remember how you struggled to learn new skills when you started? That’s because work isn’t meant to be too easy. It’s supposed to stretch your abilities.

The good news? You can still be happy at your job. What needs to change is the kinds of projects you’re working on—and that’s something you can talk to your boss (and co-workers!) about.

Next Step

Set up a meeting with your manager to explore how you can take on challenging new projects. Say, “I’d love to pursue opportunities for growth within my role. I’m only a beginner at [skill] and becoming more proficient would help me with [aspect of your job]. So, I like to work on projects that require me to practice it, such as…”

If you come with concrete ideas, you’re making it easier for your supervisor to say yes.

Another way to find out career-boosting opportunities in your day is to offer to help your co-workers. Tell them how much flexibility you have in your schedule and your interest in joining new teams.

Go if: You’re Out of Sync

Once upon a time, you were bubbling with ideas. You were able to excite people around you and ultimately get results.

Now—not so much.

You’re not excited about going to the office because your ideas are constantly shut down, your suggestions are never taken, and you’re frequently asked to redo things. It’s just not clicking—but that doesn’t mean your only option is to get comfortable coping with feeling frustrated each day.

Priorities may’ve shifted for your manager, team, department, organization, or industry, and you may no longer be the right fit (or your role may no longer be right for the company). If you and your team are on different pages, it can be best for everyone involved for you to seek out an opportunity that’s more suitable for you in this stage.

Next Step

While everyone has some small things they may not like about their job, successful people know better than staying in a role or at a company that’s no longer good for them.

When you accepted your current job, you felt you were making a smart decision. In that moment, you clearly saw how the position could elevate your career. Now you see something else: a new path.

Your best bet once you’ve come to this realization is to start actively looking for a new opportunity. To make sure you don’t end up in the same situation again, don’t apply only to roles you’re qualified for. Consider those that’ll take you out of your comfort zone and encourage you to master new things.

No one wants to be bored at work every day—and no one should have to be. Do what you can to make your job grow with you, but if that isn’t possible, don’t feel bad about looking for a job that excites you.

Source: https://www.themuse.com/advice/what-to-do-if-your-work-no-longer-excites-you?ref=carousel-slide-0