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Sunday, August 1, 2010

From Boomer to Bloomer - A New Life Phase for Baby Boomers


From Boomer to Bloomer - A New Life Phase for Baby Boomers

Field hockey was for many years my sport. I played at the top level, trained hard and enjoyed the battle of mind and body. As I got older I started to feel the pressures, the harsh training and the fitness demands. I didn't want to quit and moved to playing in the Veteran Grades.

I still played to win and enjoyed using my talents and street-wise skills to beat my opponent. Instead of pushing my body to the limits, I used cunning. I didn't chase the play but anticipated its direction and ‘drifted' into position. I continued enjoying the game for many more years. In many ways, playing veterans hockey was more satisfying because all the good elements of sport come to the fore, with less of the unsavory aspects.

Life's a bit like that.

You are no doubt proud of the fact that you are ‘at the top of your game'. You have worked hard all your adult life, taken the big risks, accepted the challenges and relished the rewards of going the extra mile. You have earned your success. You want to keep ‘playing the game' as long as you can, so long as you can continue to enjoy the reasons why you play.

The economic benefits have of course always been a prime reason for working but also there are many emotional benefits. These can include developing and maintaining strong links with like-minded people, being respected, recognized and valued by your peers, enjoying an enviable professional status, with high social standing. These have generated high self esteem, self confidence, self belief and your sense of self worth.

Perhaps you will continue to get economic benefits from working but the emotional benefits are going to become increasingly important in your life. In fact it's the fear of losing the emotional benefits of work that will concern you than any reduction in the economic benefits. The fact that work-generated self esteem flows through into personal life adds to those fears.

Yet, for all of this, you know there needs to be more to valuing the rest of your life than just through work. Perhaps there are other things you want to do, interests you have had on the backburner and pleasures you want to experience while you are young enough to still enjoy them.

The good news is that, being a baby boomer, you are especially well-placed to deal with this issue. Your generation has thrived on creating social change, accepting challenges and discovering different ways of doing things. They decided there is more to life than simply fading away from age 60 onwards. You feel as good as ever, your mind is still active and alert and you look forward to many more years of healthy, active living. You still enjoy the thrill of the chase and the sniff of corporate battle. You would like to continue enjoying the mental and emotional benefits of your long experience, your street-wise cunning and your zest for challenges.

It's time to start a new lifecycle, seeing yourself less as a Baby Boomer and more as a Baby Bloomer.

What should you do? I wouldn't be so presumptuous as to advise you on how best to resolve your unique personal situation. But I can give you a few practical considerations to bear in mind:

1. Stay in control. This is a stage of life where you are deciding what you want to do, instead of what you have to do. Employers may have the right to decide whether or not you get to keep your job but you are totally in charge of the decisions you make about your future.

2. Look at my earlier examples of the emotional benefits of working and make up your own list. Write down every emotional reason you can think of about why you work. Your partner can probably add some. Which brings me to the next consideration.

3. Use this article as a discussion paper to talk through the whole issue with the your partner and any other person whose life is going to be directly affected by your decisions and with whom you are going to share the rest of your days. This is more than a consideration…it is crucially important advice.

4. Follow your passions. You probably know your work-related passions all too well but what about other passions in your life? Chances are you haven't given them much attention for many years while you concentrate on work and providing for your family. Now more than ever in your life you need to think about yourself, your passions and your unique dreams in life.

5. Having trouble thinking of a passion? Take your mind back to your earliest memories, as far back as childhood, adolescence, the years before marriage, any experiences you thoroughly enjoyed to the extent that you temporarily forgot where you were and where the time went. Remember that when you lose yourself in an interest you love, you find yourself.

6. One of your emotional reasons for working was to make a contribution to others. Create your own dream job - don't worry if it doesn't pay much. Adapt all the skills, talents and interests you always loved using in your paid job and become your own chief executive. Just aim to help others gain some benefit from your unique abilities and potential.

7. Think about mentoring others in the work you have been doing. Don't let all that experience and knowledge you've gathered over your working career die with you. Future generations desperately need the benefit of your unique and priceless wisdom and insight.

8. The word recreation actually means a great deal more than simply having fun or filling in time. Drop the re and you have the word creation. Think about ways in which you passionately enjoy creatively expressing your inner self, the person you really are and whom only you know really well.

You still have unique untapped potential. Once you have decided that your priority is to follow your passions, you can create a new, positive, satisfactory and passionate lifestyle, irrespective of the extent to which you continue being paid to work. No matter how passionate you have been about your work, you may well be embarking now on the best years of your life.

Recruiting America's Military Elite to Lead Your Organization

Recruiting America's Military Elite to Lead Your Organization


America's military presence in Iraq and Afghanistan's unconventional conflicts has resulted in an unintended consequence - elite military professionals that are experienced in independent and adaptive thinking and leadership. In a recent article, Time magazine charted how this war has created a new generation of elite military leaders, the same men and women who return ready to apply this knowledge to business situations. These former or still transitioning military leaders come home from Iraq or Afghanistan with a distinct brand of knowledge and skills, better prepared to transition from the military to the corporate world. Unlike many of their business contemporaries, America's military elite have already headed up a team comprised of their fellow soldiers, responsible for making sure everyone succeeds together as a team and the mission is successful. These battle tested leadership qualities, unavailable in academic or civilian learning environments, are engrained into America's military elite from day one.

Major organizations across the U.S. have focused on recruiting former military leaders for years, well aware of their unique abilities to lead a company to success. These recruiting programs are uniquely targeted at former or transitioning military leaders, who are placed into these companies based on specific individual competencies as well as the hiring company's desire to integrate forward thinking leaders into their organization. Sourcing candidates has proven to be a popular approach to placing these skilled leaders into organizations after their military duties have been fulfilled.

Companies recruiting former military men and women have an ally when it comes to finding capable transitioning military personnel - a small number of military-to-business transition training programs exist to help make the transition smoother. What can the right type of recruiting program do besides source jobs for transitioning military personnel? Whether you are a former military man or woman or an organization looking at recruiting transitioning military leaders, these programs provide significant value.

Transitioning Military Candidates Acquire the Tools Required to Take Businesses to the Next Level

1. Translating and Re-Defining Skills: The benefit of transition programs is that they provide transitioning military candidates with a methodology or system by which to translate military vernacular to business vernacular and any other business acumen that may be lacking, allowing the candidate to seamlessly transition into their new roles at major organizations. This blending of military skills with business skills and acumen not only makes these proven leaders well-rounded in bringing value to your company, but it helps maintain a results-driven business environment. These transition programs focus on processes to align the skills these military leaders already possess, though how these processes are addressed is drastically different. A methodology with roots in the world of military fighter aviation, such as Flawless Execution, has been proven time and time again. This process has enabled some of the best teams in the world to thrive in the business of combat and has proven itself just as valuable in the world of business.

2. Human Capital: This March, General David Petraeus told Fortune magazine, "Tell me anywhere in the business world where a 22 or 23-year-old is responsible for 35 or 40 other individuals in missions that involve life or death." Imagine that kind of experience in the leadership arena at that level of operational capacity coming to your organization! Developing human capital, and understanding its impact on business, not only accelerates team and company performance, but teamwork, collaboration, and communication also organically evolve as a by-product of the organizational effectiveness. These are just a few of the value proposition components that fostering human capital present to companies invested in recruiting former military men and women.

3. Existing Business Knowledge: Many of these former or transitioning military candidates have pre-existing business knowledge, having acquired their MBA during or immediately after their service and then applying this knowledge to their latest role. The right type of 'combat to business' transition program teaches candidates that leadership roles at organizations are no different from their past military leadership roles. The same proactive leadership skills are still a prerequisite, and these are the skills their civilian counterparts often cannot match. Upon arrival, these candidates immediately begin to positively impact your business, accelerating performance and affecting change within individuals, teams and the overall organization itself.

Recruiting Former Military Fuses Value with Success

This draw to recruiting America's military elite, which includes a number of Senior Military Officers, such as colonels, admirals and generals, is a growing trend that global corporations are taking an especially keen interest in. Pepsi and GE, for instance, have defined their own processes for recruiting former military leaders and created programs that are dedicated to finding the best former or transitioning military candidates to work in leadership roles. These men and women are regarded as stars waiting to happen, due to their independent, adaptive philosophies. For businesses requiring 'out-of-the-box' thinkers who have gained invaluable experience leading teams under intense pressure in the most hostile operational environments, recruiting transitioning military leaders is a sure step on the path to business success.

Executive Search for IT Positions

Executive Search for IT Positions


An executive in a firm refers to a member of the professional body, who in turn is responsible for the firm's actions, policies, and regulations, along with other members of the body. Executives usually take up such positions as president or vice president, secretary, chairperson, director, treasurer, and committee member or board member.

In other words, executives are visionaries who form the back bone or driving force for the success of a business organization. From the above mentioned discussion, it is evident that how much important is an executive position for the success of a business firm. It is therefore vital to seek assistance of an expert while making executive search.

Here comes the importance of executive search firms, which are alternatively known as headhunters, recruiters, and third party staffing firms. Executive search firms are simply job search consultants who are hired by large companies and corporations to find most suitable candidates to fill the executive positions within the industry.

With a team of expert as well as world-class team, these firms render a variety of services that go with the specific needs of the client companies. Mostly, executive search companies assist in recruiting multi lingual, senior level, and multi cultural executive for the following areas like, Finance, Sales and Marketing, General Management, Manufacturing and Engineering, and Operations and Human Resources. Nowadays, it is seen that, executive search firms are also widely hired to fill the MIS (Management Information System) and IT positions, apart from these areas.

Executive search for IT positions usually include finding top-level personnel such as Managing Director, Director, Manager, Sales Director, and Marketing VP, for industrial sectors such as Information Technology (IT) and software firms engaged in developing software including Shrink Wrap Software, Business Intelligence Software, Multimedia and Graphics Software, Accounting and Financial Software, Handwriting and Speech Recognition Software, Language Learning and Machine Translation Software, Engineering and CAD Software, E-commerce and faxing software, Sales and Marketing Software, Network Management Software, and Business Management Software.

This category of executive search firms also sometimes provide services to IT-Enabled Sectors, which include searching candidates to fill positions like voice and sales coach, technical specialist, site director, operations manager, inbound and outbound sales manager, team leaders, transition manager, technical and customer support personnel, and area manager.

One of the salient features of IT Executive Search firms is that they have extensive domain knowledge, covering industrial and embedded automation, mobile computing, networking, telecom, and storage and security. Also, a prime feature of these executive search firms is that their management team excels in almost all areas of IT, such as, databases, operating systems, ERP, IT infrastructure, data warehousing, and business intelligence and reporting.

Further, they also possess vivid knowledge in Microsoft and Application Servers, including windows programming and web services, Framework, DCOM, Apache and Tomcat, WebLogic, Lotus Domino, Notes Application server, WebSphere, and Application Server Administration.

Now we will discuss some of the services these firms offer in connection with executive search for IT positions. Assessment of clients' requirements, understanding the culture and business of the clients, determination of search strategy, identification of suitable candidates, preliminary evaluation, short listing or benchmarking, conducting interviews, performing referral checks, and follow up with clients as well as candidates, are among the services with regard to executive search for IT positions.

Hiring an executive search firm to fill an IT executive position can fetch you a continuum of benefits. Executive search firms are usually adept in performing a discreet job search, which in turn is advantageous to large business firms who do not want to reveal their requirement for a position.

In addition, utilizing the service of an expert executive search firm will enable a business organization to concentrate on their core business activities. Another great benefit of these firms is that since they have thorough knowledge on recent market trends, executive search firms can effectively assess requirements of a job.

However, the aforesaid benefits can be derived only if you are successful in selecting the most competent IT executive search firm. Hence, it is important to make a thorough analysis, prior to the selection of an executive search firm.

Primarily, it must be checked whether the executive search firm you have chosen possesses a professional team that are able to understand your requirements as well as able to identify exceptionally talented executives that match your company's needs. In case, if you require executive personnel for a start-up venture, then it must be ensured whether your executive search consultant can deliver executives in stipulated time and location...

Drug and Alcohol Tests at Work

Drug and Alcohol Tests at Work


The term "mandatory drug and alcohol test," when used in the workplace, has become a debatable issue among employees. People instantly conclude that these procedures are conducted for no reason at all, and have issues that some employees are being suspected of using high amounts of illegal substances.

The issue of ordering drug and alcohol tests at work is controversial, with opponents saying that this is a gross violation of people's privacy, which are conducted solely at the discretion of the employer. It is for that reason that people are able to freely protest having to undergo a blood alcohol test or any other form of drug testing to prove that they are fit to work.

However, there is sometimes indeed a need to check people's drug and alcohol use. In some cases, it could impair their judgment and affect their work and productivity, and at worst pose a danger to the workplace and to other workers. Additionally, because most companies have policies related to drug and alcohol use in the workplace, the company is well-positioned to enforce this policy in order to ensure a safe environment for its employees and ensure that optimum performance is achieved.

It has been argued that the drug and alcohol test at work may not prevent users. It will however, create awareness of company policy and where companies stand on drugs in the workplace. If employees know they will be tested for drugs, the likelihood that they continue drug use decreases significantly.

In some organizations, it is a requirement for those in public service to take regular, mandatory drug and alcohol tests; such people can include train operators, bus drivers, and anyone who serves the public and must be in good condition to ensure that people are kept safe at all times.

Conclusion has yet to be made regarding this matter, employers are free to implement blood alcohol tests and drug tests as they see fit. The only guideline they need to consider is to be fair about the procedure and order them only when there is a clear cause for concern about an employee's behavior...

How to Select the Right Person for the Right Position

How to Select the Right Person for the Right Position

Critical to business success is selecting the right people, especially executives, managers and supervisors, for leading and managing the work that needs to be done. Selecting someone ill-suited can cost tens of thousands of dollars and much wasted time.

Mistakes are made when a rigorous selection process is not used.

Often, the selection process consists of a relatively few questions sometimes thought up in the moment and conducted by one interviewer over a relatively short time. Likeability, rapport, interviewee expressed interest in the work convince the interviewer that this person should work out.

A shortage of qualified people doesn't make the selection process any easier. How can this process be improved?

Here are some ideas:

Written Job Description

Take time to write a detailed job description. Include specifics on required and desired education, work experience, specific skills, intellectual characteristics, personal characteristics, interpersonal relations, additional personal specifications, and physical requirements.

Writing crystallizes thought!

Determine Person Specifications

Extract between 20 and 30 of the most important person specifications from the job description and create a written list. For each specification, determine the desired competency level using a scale of 1=poor to 10=excellent.

Written Interview Guide

Create a detailed written interview guide using behavioral based questions to gather data about the person specifications. Include questions on culture and character compatibility with the company.

This guide should have space for writing interviewee answers. The number of questions should ensure that the interview is two hours long (you want to 'know' the interviewee when the interview is over).

Now you are ready for the interview. After appropriate candidate screening, the hiring interview can be held.

Here are a few ideas to enhance that interaction:

Interviewers

Hold the interview with no less than two interviewers (one to ask questions and one or more to observe and write answers or collect data).

The person asking questions will be focusing both on the process and collecting data and therefore may miss important clues.

Rate on Person Specifications

Immediately after the interview, individually and silently the interviewers review their data and rate the candidate for each of the person specifications listed in item 2 above using the scale of 1=poor to 10=excellent. A note on each item could be valuable in comparing ratings and developing averages.

Determine Qualification

Discuss and average or set the interviewee competency level for each person specification. Then compare to the desired competency level to see if the candidate is a good match for the job position.

A few low ratings do not necessarily disqualify the candidate but employee development and coaching areas have been identified.

The ideas presented here turn the interview process into a more objective way of matching the person to the desired work requirements. It ensures that emotions and likeability are not the prime hiring motives.

Could these enhancements to your hiring process lead to better decisions and matches to your work? Try it, you'll like it!

Creating an Industry Award to Recognise Hard Work

Creating an Industry Award to Recognise Hard Work


In these tough times of lay-offs and intense competition, existing employees need to be kept away from losing their motivation and slithering down the chute of monotony. Industry awards are a wonderful way of bringing back that spring in their step and motivating them to work harder. These awards are given to appreciate one common attribute - hard work.

Most company employees nowadays are busy chasing targets or trying to retain their jobs and by the end of each day are totally drained, mentally and physically. When this process is multiplied several times over then monotony sets in and the employee fails to understand why he or she is working so hard and no one seems to be noticing the extra efforts put in by him or her. In such a case, an industry award can help motivate and reignite that passion for hard work and creativity that was present when that employee joined the company for the very first day.

Industry awards are excellent motivators not only for the person that holds it proudly in his or her hand but also to all of the other employees who have contributed to helping the company win the industry award, not to mention all those working for other companies who want to win it next time.

Industry awards can be made at a very reasonable cost, but it is important that they don't look it. They should be as innovative and impressive as the candidates they are recognising, so as to impress all those involved in giving and receiving such awards.

They can now be designed using cutting edge 3D CAD programmes that use sophisticated computers and other equipment so as to quickly display a suitable design and also produce a prototype at short notice. Such awards can be industry-specific in design so as to give out the message that they are indeed special for the company and the employee too. Industry awards can be made in different shapes, sizes and materials. Awards are usually made using various metals, wood, acrylic, plastic, and model board among other materials.

There are also different manufacturing methods employed to create these eye-catching awards. CNC machining, laser cutting, vacuum forming, vacuum casting, and RIM moulding are some of the methods used to manufacture awards that have a very high level of detail. These awards can also be finished with chrome, gold, silver, paint or even be anodized to perfection. It is easiest to choose an award-manufacturing company that has all designing, prototyping and manufacturing facilities in-house.

An industry award made with the right material and accorded the perfect finish is sure to please anyone that receives it. It will justify the hard work that he or she has put in and acknowledge innovation and creativity...

Why Starting An Ecommerce Business Is Smarter Than Ever

Why Starting An Ecommerce Business Is Smarter Than Ever


According to U.S. Government reports ecommerce continues to improve dramatically, "Total e-commerce sales for 2006 were estimated at $108.7 billion, an increase of 23.5 percent (plus or minus 3.3%) from 2005."

This is not surprising when you consider that 60% of all new small businesses have an online presence. This is further enhanced when you take into account the meteoric rise of online users. In 2001 there were approximately 142 million online users. By 2006 there were approximately 211 million online users (many of whom enjoy not fighting traffic to find the products they want).

Online spending increased among all user groups from 2001-2005. It is anticipated that an online consumer will spend in excess of $800 with an ecommerce business this year.

What makes this statistic all the more remarkable is that if you have an online business presence you gain access to a marketplace with 211 million potential customers who may be willing to spend money with your online business.

It may be that you are looking at $800 per online consumer and thinking, "That's not nearly as much as I thought." It is true that at the present time individuals will spend more in traditional brick and mortar stores than they will online, but the bigger picture has to do with a potential customer base that is global in scale. Each individual customer may spend less with you than they might in a traditional store environment, but you have so many more potential customers to market to.

Long story short, you have the capability of tapping into a revenue stream that is unavailable in more brick and mortar stores.

Why do you think some of the largest box stores develop an online presence? It is a cost effective way to manage a global customer base. It allows these large retailers to fill in the gaps where their retail presence is not available.

In essence these larger stores are finding their online stores to function as a high tech catalogue. Where once catalogues were rushed to homes throughout the US, now they are often sent only on request with a large portion of their customers perusing their online offerings for the most recent offerings, size and price.

It's clear to see the growth of online sales can level the playing field for ecommerce stores. Your location on the web is only limited to your willingness to work at Search Engine Optimization (SEO) strategies and other marketing efforts.

In the end, the use of an online store is an effective way to manage business in a competitive and global environment.