How to Increase Your Ghostwriting Business

How to Increase Your Ghostwriting BusinessHow to Increase Your Ghostwriting BusinessGhostwriting can be a lucrative business if you know how and where to look for work. According to Marcia Layton Turner, founder and executive director of the Association of Ghostwriters, there are plenty of opportunities for ghostwriting work, and she has some advice for how to find it. ApproachAcquisitions Editors or Literary Agents An authors book editor or literary agent often finds and suggests a ghostwriter. This happens when the author has a solid platform or a great idea for a book, but he doesnt have the time or the skill to write it. Many seasoned ghostwriters tend to rely on editors and agents as sources of new business. Look to the Source Many potential ghostwriting clients are going the self-publishing route today rather than sign with major publishers. For example, entrepreneurs who want to self-publish a book to market their businesses typically look for ghostwriters. Connect you rself with self-publishing services and gurus who might be in a position to recommend your services directly to authors. Hobnob with Fellow Ghostwriters Only inexperienced writers see colleagues as competition. The truth is that theres plenty of work to go around, and fellow ghostwriters can be an excellent source of work.Get to know them, pay attention to their specialties, and tell them about yours. Then send projects their way of they arent right for you. The mora work you refer elsewhere, the more likely you are to be on the receiving end of referrals that are more in line with your interests and expertise. In other words, your competition will return the favor. You can find other ghostwriters through organizations and conferences. Become Affiliated With an Agency You might affiliate yourself with an agency if youre an established author with good credentials. An agency takes a commission for not only connecting ghostwriters with authors, but for managing the author-ghos twriter relationship. Shell establish contractual parameters, and negotiate and manage the payments. Agencies tend to vet their ghostwriters fairly strictly. For example, Gotham Ghostwriters in New York City generally works with high-profile clients, and they screen their writers accordingly. Expand Your Market Writing books and book proposals account for a large portion of ghostwriting projects, but theyre not the only works that use ghostwriting services. Theyre not the only available source of ghostwriting income. Ghostwriters are also hired to write blogs, craft tweets and Facebook posts, and otherwise manage social media accounts. They write white papers, articles, and speeches- even memos and correspondence. Anything that someone else might be asked to write can be ghostwritten. Reach out to marketing firms or public relations agencies for non-book projects. Leverage Your Previous Experience This is especially true if youre an established writer breaking into ghostwrit ing. Without actual ghostwriting experience, you can show you might be right for a ghostwriting job because of your writing skill plus your in-depth knowledge of a market or your extensive social media expertise- even without ghostwriting experience. Make Yourself Visible Dont forget to use good old-fashioned word of mouth, as well as your online and offline social networks.Make sure everyone knows youre a ghostwriter. That casual acquaintance from the PTA or the executive in line next to you in the deli might just be in need of someone to author her book or another project. Marcia Layton Turner has authored, co-authored, or ghosted nearly 30 non-fiction booksand articles like this one. She currently earns the bulk of her income from ghostwriting books for entrepreneurs and senior executives and is the founder and executive director of the Association of Ghostwriters.

Finding a Job in Sales

Finding a Job in SalesFinding a Job in Sales

Dealing With a New Hire Nightmare

Dealing With a New Hire NightmareDealing With a New Hire NightmareSo, your new hire isnt exactly working out. Your direct report isnt fitting in well with the team, doesnt quite understand the jobs responsibilities or reporting structure, and seems to lack key skills you thought he possessed. This is a delicate, disappointing dilemma no employer wants to face. Heres the information you need before writing off the new hire as a bad hireBe as patient as possibleInformation overload or early-week jitters may be causing the troubles. Remember It takes time for a recent hire to settle in, and orientation takes longer as the job complexity increases.Communicate constructivelyArrange a private meeting to give diplomatic but candidfeedback to your direct report. Make your comments constructive and productive, emphasizing that youre hopeful things will turn around soon.Offer the employee trainingIts costly to hire and onboard an employee. Before you throw in the towel, offer professional deve lopment in areas where your direct report seems to be struggling. This could range from sharing information via office brownbag lunches or even job shadowing.Provide a ratgeber to the new hireOffering mentoring is another good way for an employer to orient a struggling employee. A mentor can provide vital information about the company, office culture and the reporting structure. A mentor is usually not a direct supervisor, but rather a talented and well-connected employee whos been around for a few years.Consider a second chanceStill no luck? Consider issuing a formal verbal warning or putting the person on probation. Company policies and local and state laws vary, so make sure that you check in with your companys human resources department and/or legal department to make sure you are working with their guidance and advice. Generally before firing someone, this second (and final) chance is a clear glaubenszeugnis the employee has one more opportunity before facing consequences. Stat e how many days or weeks the person has to show improvement.Make the tough decisionWhen should an employer cut their losses? If its obvious that the new employee is detrimental to your organization - plagiarizes work, instigates arguments or has made multiple egregious errors, for example - it might time to terminate the relationship. If a signed contract is in place, the scenario gets much more complex for any employer. Consult your companys attorney, legal department or human resources staff for guidance.As an employer, firing someone is never easy. It shouldnt be your first option. But if termination is in the cards, dont beat yourself up over a bad hire. View the experience as a learning opportunity - a way to improve your recruitment process.Need information on the hiring environment? Read our free report, The Demand for Skilled Talent, now

6 Types of Figurative Language for Better Writing

6 Types of Figurative Language for Better Writing6 Types of Figurative Language for Better WritingFigurative language,such as metaphors and personification, deviates from the literal meaning of words for the sake of more interesting writing. Itevokes comparison, heightens emphasis,and clarifies a new way of stating an idea or description. The term figuratively speaking derives from figurative language, just as literally speaking means something that actually happened. As a fiction writer, you probably already use figurative language in your stories and novels. The six main types of figurative language are used for different purposes, and understanding their strengths helps you to use each of themto their greatest possible effect. Examples follow each explanation. 01Simile duncan1890/ Getty ImagesA pun is a form of wordplay that takes advantage of words that have similar pronunciations or multiple meanings. Samuel Johnson,a witty and renowned British literary figure of the 18th centu ry, called puns the lowest form of humor, while director Alfred Hitchcock praised them as the highest form of literature. Whether you find them tacky,inelegant, or wildly amusing, puns are everywhere. When used sparingly, they can add whimsy and wit to your stories. Shakespeare is the undisputed master of the literary pun.Now is the winter of our discontent made glorious summer by this sun of York. - William Shakespeare, Richard IIIA little more than kin, and less than kind. - William Shakespeare, Hamlet

Leadership Interview Questions and Answers

Leadership bewerbungsinterview Questions and AnswersLeadership Interview Questions and AnswersAre you interviewing for a job in which you would have a leadership role? If so, expect the hiring manager to ask about the experience that qualifies you to lead, your leadership style, and your accomplishments. Even if youre not applying for a leadership role, you might still have to answer interview questions on leadership. Leadership refers not only to managing others, but also to being a strong example for your coworkers. Hiring managers want candidates who will inspire their teammates to do their best work, even if theyre not technically managing the group. Preparing for leadership-focused questions in advance of the interview will help you give strong answers in the moment and feel confident both before and during the interview. Use the sample questions and Best Answers listed at the end of this article to help you prepare your own personalized responses. How to Answer Interview Que stions About Leadership Prepare forinterview questionsabout leadership by thinking about the leadership skills that are most important for the position. Analyze the job listing for more information on the type of leader they are looking for, as well as the types of tasks you will need to perform. Another way to prepare is to look at this list ofleadership skillsand circle any skills that you think are critical to the job. Also, review this list ofmanagement skillsemployers look for in applicants. Once you have a few key skills in mind, think back to all of the positions you have had where youve held leadership roles. These might not necessarily be management positions, but they should be jobs in which you were a leader in some way (for example, perhaps you often served as a team leader in a job). If youre arecent graduateor have limited work experience, you might not have experience directly related to the job. So, expand your thinking to volunteer work, clubs, and academics, all o f which can provide useful examples of your leadership abilities. Use the STAR Interview Response Technique A thoughtful, relevant anecdote is often the best way to answer these kinds of questions, particularly when they arebehavioral interview questions. These are questions that ask you to provide examples from past work experiences to prove your qualifications for the job at hand. When answering behavioral interview questions about leadership, use theSTAR interview response technique (S)SituationExplain the background of the situation. What welches your job?(T)Task.What was the particular task you had to perform? If there was a particular problem you were addressing, explain what it was.(A)ActionWhat action did you take (or what skills did you use) to complete the task or solve the problem?(R)ResultWhat was the outcome of the situation? Did you complete the task well? Did you solve the problem? Heres an example question and answer Give an example of a time you unexpectedly had to take up a leadership role.At my brde job, I was a sales associate for a large company. Our companys overall sales numbers were down from the previous quarter, and our manager asked all sales associates to suggest possible methods for improving sales. I gave a brief presentation on a solution I created, which involved changes to our sales training method. The manager liked my suggestion and put me in charge of a task force to implement this solution. I led a team of six, and we developed and implemented a new training method.Ultimately, this solution increased our salespeoples skills and confidence, and our numbers the next quarter surpassed our previous quarter by 15 percent. I believe that my ability to clearly communicate my plan to both my employer and my staff led to the great success of my project. Leadership Interview Questions and Answers Another way to prepare is to practice answering common leadership interview questions. The following list of common interview quest ions are related to leadership. Read the sample answers (under the Best Answers links), and then practice providing your own answers to these questions. Here are a few of the questions most frequently asked about your leadership experience What experience do you have that would help you in this role? -Best AnswersWhat were your responsibilities at your current (or last) position? -Best AnswersWhat were your biggest accomplishments and failures in this position? -Best AnswersWhat major challenges and problems did you face? How did you handle them? -Best Answers Some questions will address your opinion of effective management styles and practices What do you expect from a manager? -Best AnswersWhat was it like working for your manager? -Best AnswersWho was your best manager and who was the worst? -Best AnswersIf you knew a manager is 100 percent wrong about something, how would you handle it? -Best Answers These questions are posed in order to gauge your self-confidence and persuasive ness as a leader What can you do for this company? -Best AnswersWhy should we hire you? -Best AnswersWhat can you contribute to this company? -Best AnswersWhy are you the best person for the job? -Best AnswersIf the people who know you were asked why you should be hired, what would they say?Best Answers Employers also seek self-knowledge and reflectiveness in those they hire for leadership roles. Expect to be asked questions such as How do you evaluate success? -Best AnswersWhat is your greatest weakness? -Best AnswersWhat is your greatest strength? -Best AnswersHow do you handle stress and pressure? -Best AnswersWhat motivates you? -Best AnswersWhat do you find are the most difficult decisions to make? -Best AnswersWhat do people most often criticize about you? -Best AnswersDo you prefer to work independently or on a team? -Best Answers You will also most likely be asked about your career path and salary expectations What were your starting and final levels of compensation? -Best A nswersWhy are you moving on? -Best AnswersWhat are your salary expectations? -Best AnswersWhat are you looking for in your next job? What is important to you? -Best AnswersWhat are your goals for the next five years / ten years? -Best AnswersHow do you plan to achieve those goals? -Best Answers Note that some of the questions above are not directly about leadership, but you can answer them in a way that shows your skills as a leader and helps tosell your candidacy to the hiring manager. For example, consider the question, What can you do for this company? In this case, your answer can focus on how you desire to be a strong leader for your department.

What Everybody Else Does When It Comes to Sending Resume Email and What You Need to Be Doing Different

What Everybody Else Does When It Comes to Sending Resume Email and What You Need to Be Doing Different These sorts of email addresses send a message and not a great one. Ensure you make the fruchtwein of the name of the individual who referred you in the topic line. No matter the mode of sending, its your job to make sure that the recipient is equipped to read everything clearly with proper sections. Dont worry, youre going to learn a proven, easy direction of emailing a resume, plus some excess tricks it is possible to use on the way. Nowadays its relatively simple to locate peoples email addresses because of Chrome extensions like Email Hunter. There is an assortment of steps involved with sending a resume via email. Great news is, you may have a shining online professional persona in a couple of easy steps When you email a resume to some other individual, youre often connecting to that person for the very first moment. Soon after you select that could request an identity g uide, you need to take into consideration how we might ask. When its by email, you might be advised concerning what format you need to use for your resume, what things to include in the topic line of the email message, and by once the employer should receive it. Make certain your subject line clearly states the aim of the message in reservierung for the employer doesnt mistake it for spam, or otherwise overlook it. Resumes are usually categorized by the way in which the info is presented. Typos can definitely derail a resume. COM is so easy, If youve got a LinkedIn profile it is possible to convert it into a resume in seconds. Emailing a resume isnt as easy as it looks. The resume is connected to the email. Your resume email needs to be short and sweet. A follow-up letter to the Human Resources contact should incorporate the job title in the topic line and the very first line or a couple of the message itself. Folks frequently dont understand how to manage e-mail job enqu iries. Obviously, contacting the employer before submission can be hard, especially in bigger companies. When youre asking for work, you always need to send a resume and cover letter. In any case, you wish to make sure that the recipient can use what you send them in the way that is most suitable for their requirements. Despite the fact that its quick and simple to send an email, it doesnt signify you need to write anything under a comprehensive cover letter focused on why you are a great match for the job youre applying for. The subject should contain the work role youre applying for. The tips above ought to help you craft the ideal email subject when submitting a work application or following up. Check job titles also. Begin by reading the work description carefully. Job hunting through e-mail is fast and effective, and it may permit you to boost your odds of locating a job sooner as it is not in any respect difficult to send 10 or more application e-mails every day Do you have to write or update a resume to submit an application for work. The employment market is continuously evolving at a fast pace. Check out here a number of the ideal email templates that you are able to use for hiring and job recruitment purposes.

How To Prevent Office Conflict During The Hiring Process

How To Prevent Office Conflict During The Hiring ProcessThere are many aspects of a career that may cause stress for employees. Perhaps its the commute, or maybe its a demanding client or a tight deadline that leaves the employee unable to fall asleep at night due to work concerns. However, in addition to these stressors, research shows that 90 percent of employees have experienced conflict in the workplace brde year, which can directly contribute to dissatisfaction and higher turnover rates at an schreibstube. So, how do you prevent arbeitszimmer conflict?While theres not much a hiring manager can do about an employees commute or their ability to cope with deadline pressures, they can play a proactive role in making their arbeitszimmer a pleasant place to spend the day. In fact, some of the most effective ways to do this start with the hiring process. Here are some tips on improving the hiring process to reduce conflict in the officeHire with personality type in mind.While you want to find an experienced, competent person during your hiring process, you also need to consider how this professional will contribute to workplace dynamics should they receive a job offer. If this individual has all of the skills to excel in the position, yet has a personality type thats going to cause tension in the office, its worth reconsidering your hiring choice. Personality has more of an impact than many hiring managers might imagine when theyre making a decision about who should receive the job offer. Your employees are spending a solid majority of their lives at work, so if they have to come in and deal with someone who picks fights, lashes out, or is otherwise unpleasant, this is quickly going to turn that office into a hostile place to do business. When its time to make a choice about who to hire, consider the full picture. If youre not sure that this person will enhance the existing team dynamic, you may want to move in another direction.When considering who to hire, make sure personalities align with your culture HRClick To TweetGet buy-in from more than one manager.Each member of an office has a major impact on what its like to work in that company. Youre not just impacting the members of your department either each employee inevitably interfaces with people from other departments of the company, and therefore needs to be someone who the rest of the staff enjoys dealing with on a daily basis. Because of this, during the hiring process, you should get feedback from supervisors from other departments before they make a choice. Ultimately, you know who will work best on your team, but youll want to hear from other managers about concerns regarding this persons ability to cooperate with their staff members. This is why many organizations favor panel style interviews.Stop and consider whos been successful in this kind of role in the past.While the past isnt always an indicator of future success, reflecting on the kinds of people who have previously exc elled in this role can help hiring managers continue to make wise choices as far as future hiring goes. If, for example, the brightest stars within the team are typically those who love to collaborate and brainstorm with others, hiring a deeply introverted type who insists on shutting the door to their office and working on their own may not be the most ideal choice. Without meaning to, this individual will probably alienate themselves from the rest of the team and put a damper on collaborative energy that flows within the organization.Ask your current employees for their take on the type of person you should hire.Because every individual contributes to the overall office dynamic, you may want to get feedback from veteran team members about the kind of individual they think would fit best when it comes time to expand your staff. They may have keen insight about personality types, skills, and other attributes that would enhance the office, as well as suggestions about the kinds of pe ople to avoid. Plus, showing that you value the opinions of your staff members is important for office morale. When it comes down to the final stages of hiring, consider having a select handful of employees (probably your more senior people) meet the potential new team member so they can offer their insight on whether this individual would blend in well.Be clear and honest in your job description.Yes, writing a job description is time consuming, but putting some effort into the post before you plaster it on your website or job forums can benefit both the applicant and the hiring manager alike. When youre explicitly clear about what the position entails during the hiring process, what is expected of the employee, and what the company is like, you save yourself from hiring someone who comes into the position blindly and ultimately ends up being a poor fit. Every detail, such as who the staff member will report to, the kinds of projects they will work on, how many other people are on t he team, and the hours the individual is expected to work paint a clear and necessary picture for those who may be interested in the role. When you lay it all out in advance, you help to prevent miscommunications from popping up down the road.Teach your managers how to coach different personality types.While searching for personalities that will blend with your culture during the hiring process is ideal, its inevitable that some conflict will arise. Sometimes it stems from a clash between personality types. Employee A communicates one way, while Employee B communicates in a drastically different way, and their styles dont always mesh well. They may take personal offense at the way their co-worker addresses them in the cafeteria or signs an e-mail, when really this person actually means no harm at all. To mitigate these issues, managers should learn how to navigate these personality differences, and work with a variety of different kinds of people. You dont want a team of staff membe rs who all think and behave exactly the same, so its important to learn how to work effectively with a number of unique personality types. When a manager can help staff members understand one another and get along more effectively, they decrease the chance of conflict within the office. The employees dont have to want to spend the weekends hanging out with their colleagues, but mutual respect and understanding are essential in order to keep the workplace functioning properly.Set up ways for employees to get to know one another on a personal level.In order to promote office harmony, hiring managers should set up opportunities for team members to get to know each other on more than just a Hi, how are you? level. This often helps to prevent conflict from developing, as it promotes deeper understanding and a willingness to work together. These events could be as simple as a monthly happy hour, a company kickball league or a lunchtime Book Club.Set job expectations and lay out the chain of command.In many offices, tensions arise when job descriptions and the chain of command arent clear. Bob doesnt think a particular task is part of his role so he tries to pass it off to John, who then tries to pass it off to Margaret, who gets frustrated and lashes out and complains to her manager until they all end up in that managers office for a sit-down. Make sure employees understand job expectations before they even start.Click To TweetIn other instances, employees might go above their direct supervisors head to the manager above that individual, causing frustration and distrust. To prevent these issues from causing conflict to brew, make sure that job expectations and the chain of command within the office are clear during the hiring process. Employees should know who handles which tasks, and how the decision-making process unfolds in the office.Streamline the communication process.Your employees time is valuable, and many of your staff members probably feel stretched thin as they try to accomplish everything thats asked of them on a daily basis. Conflict can pop up at work when inter-office communication processes make it even more difficult for a professional to do their job. Unnecessary paperwork, meetings that run longer than they need to, or email chains that go on and on when a phone call could solve the issue in just a few minutes are all sources of verschlimmerung that can eventually lead to conflict at work. Be aware of ways in which you can streamline office processes to benefit your employees.Even before an individual becomes part of your team, you can help to preserve that persons time and energy. The use of scheduling software and video interviewing makes it much easier to get the hiring process underway. Instead of sending a dozen emails back and forth trying to get an initial interview on the books, you can use a piece of software to do the heavy lifting for you so you can direct your attention to more pressing matters.Video interviewin g is another highly useful tool for both hiring managers and job seekers alike. Instead of trying to sync up your schedules, the applicant can answer a series of prompts when its convenient for them, and the hiring manager can watch them when their schedule allows. Another bonus? Instead of blocking out an hour for a face-to-face conversation only to find out that this individual simply isnt a good fit for the position, the hiring manager is able to pre-screen the candidate. If it turns out that they might be a good prospect for the open position, the manager can bring them in for further discussions.Once youve hired a new team member, its important to continue to focus on keeping the peace within the office each day. Here are some ways in which a hiring manager can ensure that employees remain productive and that conflicts arent allowed to disrupt the business environmentHandle favoritism.Even the most seasoned hiring managers are inevitably going to end up with employees they feel especially connected to. Perhaps they share the same die-hard loyalty to a sports team, maybe their kids play soccer together, or maybe they share the same type of humor. Whatever the reason, this is just part of human nature. However, its important not to let favoritism come into play at work, as this can be highly detrimental to employee morale. Before you know it, staffers might begin undermining one another to command the attention of the manager, or they might suspect that the bosss favoritism impacts who gets assigned to which projects when new work comes in. Keeping personal preferences out of the workplace is essential.Dealing with office gossip.Some degree of office gossip is inevitable, no matter how mature your staff members are. Are Jim and Susan an item? Why does Tammy go sit in her car each day at 3pm? Some of this water cooler chitchat is harmless. Yet when office gossip swirls nonstop, it can become distracting and can cause a division among the team that grinds pro ductivity to a halt. Make it a point to handle problematic office gossip before it detracts from team members abilities to do their jobs.During the hiring process, you need to handle office gossip before it starts. Be proactive.HRClick To TweetHandle problem employees as quickly as possible.Terminating an employee is probably every hiring managers least favorite task. You know that youre disrupting this individuals life and putting a strain on their finances. With this in mind, some professionals will avoid dismissing an employee for as long as possible in order to duck the unpleasantness of the situation. However an employee whos not performing to the best of their ability can quickly become a disruption to the entire office and may incite conflict among the staff. Therefore, its essential to dismiss this individual as soon as it becomes apparent that they are no longer performing to the necessary standards.Developing a positive company culture where employees collaborate with one another and look forward to arriving at the office each day is essential to productivity, and also helps to reduce turnover levels. To help make this possible, hiring managers should focus on preventingoffice conflicts whenever possible. A thoughtful and strategic hiring process can make this happen. When youre putting careful consideration into the personality types of your new hires, youre ensuring that youre building a team filled with hard workers who want to help their colleagues succeed.Do you prevent office conflict during the hiring process? If so, how? Let us know in the comments

Should You Tell Your Manager You#8217;re Looking for a New Job

Should You Tell Your Manager You8217re Looking for a New Job Should You Tell Your Manager You8217re Looking for a New Job Youve updated your resume. You hadthat new suit tailored. Youve even been in touch with some contacts. Youre ready to start interviewing for a new job.Theres only one problem You havent told anyone at your current job. Should you?Its a difficult decision, one that can have a major impact on your career, andthere are arguments to be made on both sides. Here are four questions that will help you determine whether to be upfront with your current employer or keep your cards close to your vest.1. What Is Your Relationship With Your Manager?In most jobs, your relationship with your manager plays a majorrole in how happy you are from day to day. You might be friends who go out for drinks after work, professional colleagues who interact only in the office, or anything in between. You likely have a good idea of your bosss temperament and might have seen how they havereac ted when other employees have left the company.So, if telling your boss is going to send themoff the deep end and make your professional life miserable until you get that new position, that could be an indication to hold back.On the other hand, if you have a mora open relationship, telling your manager might be the way to go. Then, your boss can serve as a reference, or you may be able to discuss ways that you can improve your current jobso thatyou might not want to leave after all.2. What Is Your Company Like?Similar to gauging your bosss reaction, you have to know how the larger group youre in your team or the company as a whole will take the news. Some companies expect employees to put in a few years before they move on. Others expect a longer commitment. Still others are used to the revolving door of new hires. Where your company falls on the spectrum and how long youve been working there should factor in to your decision.3. What Are the Potential Consequences?When youve deter mined how your boss, your team, and the rest of the company might react, its time to consider what those reactions mean. You should answer this question from both angles What are the consequences if you tell? And what are the consequences if you dont?If you tell themyoure looking, will your boss freeze you out of potentially interesting projects? Will the company start excluding you from team events? If so, it might be wise to refrain from saying anything until your search comes to an end.On the other hand,your boss may realize that they haventbeen helping you reach your fullest potential and start giving you more rewarding work. Likewise, your company may realize your value and offer incentives for you to stay.Theres also the issue of how closely knit your industry is. Is there danger that your boss or someone else in your company could hear that youve applied elsewhere from a company you interviewed with? If so, coming clean early might be the wisest move.4. What Does Your Gut Say ?After careful consideration, you probably know in your heart the right decision. If youre just getting started interviewing and the search isnt serious, then you might feel like you can hold off on sharing the news. If telling your manager will have negative repercussions, then your decision is made.But you might feel like your work is being affected by the secrecy, or you may not want to have to lie about leaving the office earlier than usual to get to an interview. In these cases, being upfront may be the right decision. Despite any other consequences, at least you know everyones on the same page and has full information.After answering these four questions, there is one thing to keep in mind before making your decision You have to look out for yourself. Make sure you do whats in your best interest and whats best for your career. After all, if you dont, nobody else will.Amy Klimek is the vice president of menschengerecht resources at ZipRecruiter.

Airport Emergency Plans (AEPs)

Airport Emergency Plans (AEPs)Airport Emergency Plans (AEPs)Ever wonder how airport emergency operations work? What happens in the moments after a plane crash? Well, airports have a detailed airport emergency plan (AEP) to help everyone deal with the aftermath of an emergency or disaster. A typical airport emergency plan involves several different components and is usually created and implemented by either the airport manager or an emergency response coordinator. Heres a brief description of who is involved in an airport emergency response plan, and how it all works Parties That Might Be Involved in an AEP There are always several parties involved in the creation and execution of an AEP. Here is a list of just a few of the people and groups that help coordinate an AEP Airport Emergency Response CoordinatorAirport managerAirport Rescue and Firefighting Crews (ARFF)Airport security teamAir carriers and other airport occupantsAir traffic controlCommunity emergency management teamsLo cal law enforcementLocal hospitals and other medical teamsLocal or federal mutual aid organizations and relief organizations, such as the American Red Cross and FEMAMedia outletsFAANTSB, in the event an aircraft accident investigation is neededFBI, in the event of an act of terrorism or national security Military agencies, if available Formation of an AEP The creation of an AEP isnt a simple task. First,research must be done to formulate the best plan based on many other plans, such as the citys emergency response plan, local ordinances, OSHA and EPA plans, regional and federal emergency response plans and even individual air carrier plans. Second, an AEP must comply with several regulations from different agenciessuch as OSHA, the FAA and the Department of Transportation (DOT). Then, an analysis must be done to identify hazards of the particular airport involved with the AEP. For example, one airport might be subject to volcanic activity or tornados, while another might be in a high-risk zone for a terrorist attack. Once potential hazards are identified, and a risk assessment is completed, an airport emergency response coordinator can begin to develop plans for specific scenarios. There willbe a different plan for a plane crash, for instance, than for a bomb threat. Drafting an AEP takes multiple meetings with many different groups of people, and multiple revisions before complete. Once complete, AEPtesting can begin. Training,Drills, and Exercises An AEP is always being revised. One of the things thathelpmanagers and coordinators to develop the best possible plan is to practice the plan over and over again, exhausting different scenarios and utilizing all available resources to make sure all parties know their role if an emergency occurs. There are a few different methods used to test the potential success of an AEP Training Training must be in-depth and frequent. There are many people that need to be familiar with the AEP, so generalized training ma nuals and classroom sessions are popular choices for training many people at once. There should also be specialized training for certain groups, depending on the role of each. First responders, firefighters, airport security, and others will need specific training on how to manage injuries,crowd, and the media, as well as how to handle sensitive information while protecting the scene of the disaster. Drills Fires, bombthreats, and hazardous material umgang can all be practiced with frequent drills. Drills typically focus on a single aspect of the AEP, such as how to notify everyone, how to secure the communications process, or how to handle evidence.Exercises An exercise can be either a tabletop exercise, a functional exercise or a full-scale exercise.Tabletopexercise is the most simple, as it merely involves a meeting atmosphere and a discussion of AEP limitations and improvements that could be made.A functional exercise involves a pretend scenario with time constraints and goals f orcompletion but doesnt involve every aspect of an AEP.A liveexercise also called afull-scale exercise, includes a live simulation of an emergency event, such as a plane crash. Full-scale exercises involve many groups, including emergency response teams, the Red Cross, local hotels, firefighters, police, airline operations staff, NTSB investigators, etc.The scope of a live exercise will depend on the requirements of the airport (some airport are required to complete a full-scale exercise every three years), the type of scenario that is being rehearsed and the availability of associated groups. In many cases, its very real, even involving actorsthat pretend to be injured passengers. AEP Elements According to an FAAadvisory circularregardingguidance for AEPs, the elements of an AEP usually include the following A list of the parties involved and the primary responsibilities of each group during and after a disaster.A list of key people that will be notified in the event of an eme rgency, and what each persons role will be.Notification procedures, including methods of communications and the order by which people will be notified.Specific checklists for different scenarios.A description of how and when information will be disseminated to the public, including who will talk to the media and which pieces of information will be released, paying particular attention to sensitive information. A description of evacuation and sheltering techniques, as well as management of local and federal aid resources.Information on how to secure the area, letting people in and out of hazardous areas and sensitive information areas.Guidance for firefighting,health, and medical parties.Instructions on how and when to obtain additional resources, airport equipmentmanagement, and safety.Airport maps, buildinglocations, and airport grounds information.

Surviving and Thriving as a Manager During a Merger

Surviving and Thriving as a Manager During a MergerSurviving and Thriving as a Manager During a MergerThe uncertainty surrounding a sudden merger announcement is commonplace. For legal and competitive reasons, organizations must retain strict confidentiality of deals under development, resulting in a surprising and sometimes shocking announcement to employees.Of course, once the news is public, the number one question on every persons mind is What does this mean for me? While the merger announcement and post-merger integration process between the two firms is filled with uncertainty, veterans of these experiences understand that there are both risks and opportunities in the situation. Before making a rash maneuver and jumping off too quickly, it pays to be patient, assess your opportunities and make an informed decision about your future with the new organization. Why Firms MergeA tremendous amount of money is spent every year by firms acquiring competitors, suppliers, strategic part ners, or start-ups. The rationale for these investment activities typically falls into one of the following categoriesA perceived opportunity for significant cost savings and improved profits based on size and reachImprove control and profitability of supply chain operationsAccess to coveted customers or channels of distribution.Access to talentAccess to new technologiesSome combination of the aboveAll of this access is usually a strategic bet on the ability of the two firms to come together and turn kompetenzprofil into reality. Regardless of the rationale for the merger, producing those targeted benefits is hard work. Managers and employees who are able to help bring the benefits to life stand to prosper. Structure Matters You can answer the question. What does this mean for me? by reviewing your firms historical approaches to these transactions and looking and listening for intentions from senior management. If your firm typically acquires and leaves the acquired company alon e to operate on its own, not much will change for you or your gruppe members. This portfolio approach is typically pursued by organizations categorized as conglomerates or outside investment groups interested in owning a wide variety of companies. While financial oversight and reporting requirements may change, the acquirer will expect the acquired firms management and employees to do what they do best, and drive growth and expected profits. Very little will change for you or your kollektiv members. Alternatively, if your firms history or the acquiring firms track record is to combine operations, it is reasonable to anticipate significant changes as a result of what is termed an integration process. You will work with your new peers to develop and execute the plans required to combine activities and eliminate redundancies and exploit opportunities. While this situation is the most invasive one, remember that the new firm is dependent upon help to bring the expected benefits to life. As uncomfortable as it might feel, actively supporting the integration process is a great way to increase your value and the value of your team members in this new and changing organization. In well-managed post-merger integration activities, teams from both firms are typically assigned to bring operations together. This team environment offers an opportunity for you and your direct reports to shine. The nine tips below offer ideas on surviving and thriving during the post-acquisition integration process. 1) Adjust Your Attitude on Change The words are easy, but to truly optimize your opportunities, you must accept that this is the beginning of a new chapter. The firm you joined and worked for will evolve into something very different, as will your job and the colleagues you work with every day. 2) Accept That Your Role May Be Eliminated It pays to be prepared, but do not assume you have to go out and get a new job the next day or even over the next year. In most (but not a ll) cases, it takes time for the new organization to sort out roles and responsibilities and identify redundant positions. And even if your job is eliminated, many firms provide advance notice and encourage employees to apply for new roles elsewhere in the organization. For some of these organizations, it is common to offer a generous severance package when the termination is a result of organizational change due to the merger. 3) Lead by Example Your team will take their cues from you. If you are frightened, concerned, or if you talk negatively about the process and the career prospects, your team will take on that same persona. Prepare your attitude daily and portray a realistic and helpful perspective to your team members. 4) Offer to Help With the Integration As stated above, the success of the merger in driving cost savings and gaining internal efficiencies or gains in the market requires the active support of employees and managers. Become a problem-solver and a champi on for positive change and you improve your odds of remaining part of the long-term picture. Providing opportunities for your team members to support the work of integration allows them to showcase their skills and strengthen their case for remaining as part of the new firm. 5) Be Flexible It is highly probable that you and your team members will be asked to shed long-time responsibilities and take on new activities as part of the integration process. Treat these as opportunities to learn and grow, and coach and counsel your team members to do the same. 6) Do Not Contribute to the Rumor Mill Coach your employees to steer clear of this eignungly toxic habit. It is always tempting to engage in wild speculation over the future, but it is incredibly counter-productive. Share regular updates with your team members and encourage them to come to you with questions and concerns. 7) Coach Your Employees on How to Navigate Change Just as you have concerns and misgivings about the changes, your employees will feel equally or more vulnerable. Work hard to provide context for changes and strive to involve your employees in solving problems and supporting the cause. They will look to you and your approach to the changing situation for support and confidence. 8) Watch for Signs of the Emerging Culture The acquirer tends to take the dominant role in the post-merger integration, and the culture of this firm will invade your organization. Watch how people in this firm conduct themselves. Do they have strong core values that resonate with you? Are they ethical? Do they seem to enjoy their work? Is this an organization you can see yourself serving and supporting? While the initial period following a merger announcement is filled with uncertainty, it takes time to assess whether this new organization is a good fit for you. 9) Invest in Yourself and Your Team Members While you are actively supporting the merger activities as outlined above, it pays to work on yo ur own time to revive or strengthen your professional network, develop new skills through school or training and prepare for potential separation. Counsel your employees to take these very reasonable and appropriate steps in their own lives. While it is possible you and your co-workers will remain in the new organization for years to come, it always pays to be prepared. The Bottom LineNavigating a merger as a manager and as an employee is a stressful situation. While the tendency as humans is to look at the potential risks and trigger a fight or flight response, it pays to step back, study the situation and offer positive support. For those who adopt this constructive approach, the odds of the merger turning into a very positive career step improve dramatically.