Words to Use in Resume Writing

Words to Use in Resume WritingIn resume writing, one of the most important words to use is 'Summary.' The summary is the first paragraph of a resume that tells the reader how a candidate's career progress has progressed. It also says if this person has ever worked for an employer that the reader should know about.To make a summary, first think about what the reader wants to know about the candidate's career. For example, if the reader wants to know how long someone has been employed by the employer, this can be found in the career summary.Some examples of the words to use in career summary include: name of employer, job title, dates of employment, supervisor(s), dates of starting and stopping the position. Also, some job titles include people who have changed jobs and some titles that start with the letter 'H' include health care professional. Other examples include security guard, plumber, and accountant.Most resumes have personal details, like mother's maiden name or birth date. Th ese may be included on the resume but not necessarily in the career summary. This is because the personal details are usually included in the rest of the resume.Sometimes the career summary will include the candidate's title. The title can include a section where the candidate's title is listed in order of how long the candidate has been employed by the employer. Other sections include dates of last starting and stopping, beginning and ending dates of employment, number of hours worked, awards received, and other pertinent information.Career summary often include the resumes for companies the person was employed at. In this case, the summary section should include the most recent years of employment at each company. Some of the types of companies include public companies, private companies, government agencies, non-profit organizations, and other information.The most important thing to remember when writing a resume is to include all personal details in the resume. It is the main th ing that will stand out and a resume that does not include personal details will be rejected by employers.Resume writing is very important to getting a job. A resume contains your entire career story. If you put all of your personal details on your resume, the reader will see that you are self-absorbed and only focused on yourself and how well you can work for the company.

Why we thinking is the key to effective teamwork - Viewpoint Viewpoint careers advice blog

Why “we” thinking is the key to effective teamwork - Viewpoint If I was to ask you to name an example of a successful team, which one would immediately spring to mind? Perhaps a high-performing sports team such as Manchester City Football Club or the New Zealand All Blacks? For many of us, high-performing teams like these are the encapsulation of good team work. Then, imagine I asked you what makes these sports teams so successful. Your immediate response might be that they are all motivated by the same goal â€" to be the best, to win. It seems obvious, doesn’t it? But, in reality, when it comes to the world of work, ensuring each member of a team has their eye on the same prize, is deceptively difficult to achieve. Why “we” thinking is the key to successful teamwork In his TEDx Talk, ‘Teamwork Reimagined’, Kevin Cahill â€" Executive Director of The W. Edwards Deming Institute â€" shares two different types of thinking within teams: “Me” thinking, when one or several individuals are more concerned with their own success than that of the team “We” thinking, when all team members share a common motivation or goal Cahill’s theory has also been discussed by Robert Akerlof, Associate Professor of Economics at the University of Warwick, in The American Economic Review in which he defines “we” thinking as “a mode of thinking in which an individual takes a group’s goals as his own”, stating that this way of thinking facilitates individuals to act as a collective. In fact, Akerlof further built on this point by suggesting that when individuals take pride in their team, they are more likely to exercise “we” thinking, rather than “me” thinking. This is because team members who have pride in the group are invested in the outcomes of their collective action, resulting in a team of aligned thinkers who are working towards the same goal. But it’s not just Cahill and Akerlof who have identified “we” thinking as the key ingredient to successful teamwork, in fact McKinsey state that “there is a 1.9 times increased likelihood of having above-median financial performance when the top team is working together toward a common vision.” This highlights to us that it’s not only up to leaders to encourage “we” thinking among their employees, it’s up to every team within an organisation to ensure they are exercising thinking in “we” terms. How leaders can instil “we” thinking in their teams We’ve established that a team of “we” thinkers will be more successful than a team of “me” thinkers. So, what are the steps leaders can leaders take to instil this kind of thinking within their teams? I’ve shared a few of my thoughts below: Ensure every individual understands the organisation’s wider purpose. In the grand scheme of things, what are your team members coming to the office every day to achieve? People come to work for many different reasons; sometimes this is purely to pay their bills. They don’t always put a lot of thought into the higher purpose of what they do, and how they personally contribute to the team. But without this knowledge, how can they possibly understand what their true purpose is at work? This will lead to a culture of “me” thinking, as these employees will not be aware of the common aim of the team, and so tend to only focus on themselves and their own work. Therefore, leaders need to proactively define, articulate and communicate the purpose of the organisations they lead. But this requires careful thought, as it’s more than simply describing your business’ responsibility, such as selling a product or providing a service. In fact, Alistair Cox, our CEO, recently wrote about the intrinsic human motivation to find a sense of purpose in our work, and how this purpose means “we are able to find solace in the fact that, collectively, as part of a team, we are better able to have the positive impact on the world that we feel we need to make.” Having recently updated our own organisational purpose, we’re happy to say that every member of our team knows we are all about helping people to succeed and enabling organisations to thrive â€" creating opportunities and improving lives. But are you and your employees as clear about your own firm’s purpose? If not, be sure to clearly define and communicate your organisation’s purpose. This needs to inspire a culture of “we” thinking so it should be something that feels authentic to your business, that you know will motivate your people. Some of my favourite examples include Nike’s purpose, one that clearly outlines the company’s passion for inclusion and diversity: “To bring inspiration and innovation to every athlete in the world”. Another great example is NASA; “To improve life here, to extend life to there, to find life beyond”. I’m sure you’ll agree, these both inspire and clearly communicate the purpose of those organisations. Create a team charter. Once the purpose of the organisation is clearly defined and articulated, then a team charter should be agreed on by all. This is a document you create together with your team, outlining the team’s direction as it relates to your organisations wider purpose, making sure all members agree and understand your focus. The charter needs to cover a range of sections, including: the overall team purpose, the desired end results, the plan of action, as well as the duration or time commitment before the goal will be met. This, in turn, will encourage a culture of “we” thinking among your team, as they will be aware of their “north star”; the guiding principle and motivation behind every task or project they take on. Continuously communicate your organisation’s wider purpose, and the team’s aim. Once you have created your team charter as a group and everyone is clear about what the aim is â€" this needs to be at the heart of all decisions made, so your team members should be routinely reminded of it. Perhaps it would help if you printed the team charter and pinned it up in your office space, so that your team can see it each and every day â€" further reinforcing its importance. Perhaps the aim of a senior leadership team could be to achieve increased diversity among their workforce. Or maybe a customer services team’s aim is to improve the time it takes on average to respond to customer queries or complaints. Whatever the aim is, it needs to be outlined clearly in your team charter, and relate to your wider organisational purpose. Then, it can be embedded into all daily tasks and duties, and underpin every project your team work on. Even if some members work remotely, you should still ensure everyone is clear about what the collective team aim is â€" despite the fact they’re not in the office seeing the team charter print out every day. Virtual or remote teams may be a fact of life in today’s digital age, but as Matthew Dickason, Global Managing Director at Hays Talent Solutions, explains, it’s still perfectly possible to unite a remote workforce. One of his pieces of advice to achieve this is to ensure you have a clear communication strategy; “regular and inclusive conversations will enable you to communicate common goals whilst establishing the skills each team member contributes toward achieving them.” Share your calendars and schedules. This might seem to be a very simple step, but it’s also one that â€" as this article explains â€" can help to bring your team closer together in mindset, instead of leaving each person focusing on your individual goals, and forgetting about the wider picture. As John Hall, co-founder of the Calendar scheduling and time management app, puts it: “Calendar sharing is just one way you can use technology to break down barriers between workers”. Without calendar sharing, employees will only be aware of their own responsibilities and timings, which therefore creates communication barriers between team members. This simple method quickly breaks down these communication barriers, enabling employees to be more aware of and mindful of their co-workers’ current demands or priorities, meaning the team will more likely think, and act, like a successful group of “we” thinkers. And by being open around what you, as the team leader, are personally working on, you are reinforcing the importance of the “we” thinking culture to your team. Deal with failure positively, together. A team of “we” thinkers shares both its successes and failures. Rather than a gold medal for one person, achievements are equally celebrated â€" but this only works when the same approach applies to failures as well. By accepting and sharing the responsibility of failures equally, nobody is left to collect the proverbial wooden spoon. You can then refocus on the next task as one â€" with nobody left behind. If you think back to the example Cahill used of the Apollo 13 mission, if one person tried out a method that didn’t succeed, pinning the blame and punishing this person would achieve nothing. Instead, the team would learn from this and quickly bounce back, trying out a new method â€" proving that when a team employs “we” thinking, and continues to strive towards their shared goal regardless of who’s at fault for a mistake they will succeed. Identify each of your team members’ strengths and make them aware of these. When delegating tasks or giving a project, a good leader will provide their team members with reasons why they’ve asked them to work on a particular project or task, whilst reiterating what the overall team aim is. Founder and CEO of collaboration platform Do, Jason Shah, has written in an article for Forbes: “If you’re going to get someone to work on something, don’t merely tell them that you’re going to assign a certain project to them: tell them why. Tell them that they have certain strengths, and you think that they would be a good fit for the project. Tell them why you think they’ll do a good job of seeing it through from start to finish and why they are more than capable of handling it.” By identifying and outlining your team members’ strengths, you will be able to get the very best out of your team. However, make sure you remind them of why their skills are beneficial for the team as a whole â€" not just why these qualities make them so great as an individual. This will reduce the chance of encouraging “me” thinking, all the while keeping them focused on the aims, purpose and goals of the team. Once all team members understand where everyone’s strengths lie, it’s more likely they will collaborate on projects and tasks, joining forces to create the best work possible â€" rather than only relying on their own skills to fulfil a task. A team member that understands when they might not be best placed for a task, and that someone else on the team may actually have a better suited skill set for it, is a prime example of a “we” thinker; identifying how the team, as a unit, can achieve their aim. Develop your compassionate leadership skills. Christoph Niewerth, our Germany COO, stated in his recent blog that a compassionate leader possesses “the skills, vision and dedication necessary to build a supportive and collaborative culture, in which all employees thrive in the long-term.” Without building an environment in which your team feel comfortable and supported, you will unknowingly be building a culture of selfishness and independent work. Ultimately, the teams that you manage are collectives of individuals from all walks of life, with different strengths, weaknesses and philosophies. By embracing these differences and focusing each member of the group towards a common goal, within a supportive team environment, you will enjoy much more triumph and success than a disjointed team of individuals. How to ensure you’re in a team of “we” thinkers As I said earlier, the responsibility for instilling “we” thinking is not just down to leaders each team member has their part to play in ensuring everyone is clear on the goal. After all, our goals at work aren’t always as clear as those of the Apollo 13 mission or of Manchester City Football Club. In this situation, then, it’s crucial for everyone to establish and understand precisely what they are working towards, so that the team is as effective and successful as possible. Here are a few questions you can ask yourself to ensure you’re personally playing a part in ensuring you work in a team of “we” thinkers, not “me” thinkers: Do you know what your team’s key aim is? If not, organise a meeting with your manager to learn what the aim is, or perhaps recommend they run a team charter exercise. Speak to your co-workers, too, about what they think the goal is, so that you can establish whether you are truly all aiming for the same thing. Once you’re clear about what the overarching aim is, it’s important to always keep this in mind, through every task you do. If you were part of a sports team and your next big competition was coming up in a year’s time, you’d know that everything you work on â€" whether that’s your individual skills and strengths, or team communication â€" was to help you in succeeding and winning that competition. Relay this same ideology to your work team, knowing that daily tasks, no matter how small or large, all add up to achieving your overall team aim. Is your team a unified or disjointed one? If you feel that it’s disjointed, take it upon yourself to improve the dynamic, by bringing the group closer together and, most importantly, building an inclusive team culture. Suggest regular team catch-ups to your boss, or perhaps you could have lunch breaks together from time to time. Simple activities like these will start to build up the relationships and friendships among your co-workers, helping you to understand each other better and create a supportive and collaborative environment in which you all feel comfortable and confident. Do you support each other? This takes us back to intrinsic vs. extrinsic motivations; if you see a teammate struggling with their workload, do you offer to help, or do you watch them suffer while focusing on your own tasks? A true “we” thinker will be intrinsically motivated (meaning they are guided by the shared goal of the team, rather than focusing on personal gains such as a bonus or pay rise), perhaps identifying that some of their current responsibilities are not as critical as something their teammate is struggling with. They would therefore realise that, for the good of the team, they should shift their focus to help their co-worker. What kind of team player are you? This isn’t a question with a one-word answer! Indeed, this Psychology Today article outlines 15 qualities that make up a great team player, categorised into the four ‘dimensions’ of identity, communication, performance and regulation. By understanding what kind of team member you are and intentionally becoming more self-aware, you’ll be able to identify areas where your qualities would be best used for the good of everyone else around you. For example, are you the type of team member who gets along well with everyone and can detect conflicts? Or perhaps one of your strengths is negotiation? If so, use these qualities to bring the team together. As I’ve mentioned, when a team’s members understand where they fit into the group dynamic, they are more likely to behave as a unit of “we” thinkers â€" being able to identify how each person’s abilities and talents can be best used for the good of the team. If you have followed the above advice in an attempt to shift the dynamic of the team you’re in from “me” thinking to “we” thinking, and it hasn’t worked, it might be time to think about changing roles. It’s vital to be in a supportive, high-performing team one that inspires you to collaborate with your co-workers whilst aiming for your shared goal in order for us to ultimately be successful. If you find that your colleagues are more focused on their individual goals, you shouldn’t be afraid to make the move necessary for not only your career, but also for your enjoyment of your work. Never underestimate the importance of good teamwork In order to achieve successful teamwork, it is essential that all members take it upon themselves to improve their capacity to work in a team, and think in “we” terms â€" no matter what their role; from entry-level new starters, all the way up to business leaders â€" after all, as Slack put it, “if you want employees to collaborate, start by leading by example.” I said at the start of this blog that we” thinking and working towards the same goal can be a difficult thing for a team to achieve. But, by putting the above advice into practice, you’ll be able to ensure the team you manage, or the team you’re part of, is as unified and successful as possible. Did you find this advice useful? You may enjoy some of the  related content  below: Eight ways to become a more compassionate leader Why you should always ask your team how their weekend was Work friendships are great, but could yours be inadvertently holding you back from finding a new job? Afraid of having honest career conversations with your employees? Being a perfectionist is good for your career, right? Are you a bad listener? Here’s how to get better Is your team addicted to work?

7 questions to ask before quitting your job

7 inquiries to pose before leaving your place of employment 7 inquiries to pose before leaving your place of employment It is half-past you-should-have-left-the-available time prior - and your disappointment level is close to a breaking point. Perhaps it isn't the additional long stretches of work (that ahem, you don't get paid extra time for), yet a domineering, latent forceful supervisor that doesn't value you. Or on the other hand the organization culture doesn't coordinate your character or your working style. Maybe it is just that you've been at a similar organization for such huge numbers of years, you feel lost in the channels, pretending interest and getting yourself urgently bored.The want to allow a fourteen day notice spontaneously, hand over that formal notice or tempest out of the workplace in a noteworthy, sensational fit is enticing for almost every expert sooner or later in their direction. Regardless of whether that stupendous exit appears to be increasingly engaging nowadays, profession specialists recommend reigning in those driving forces - and responding to a couple of inquiries f irst.As vocation master Joy Altimare clarifies, a flawed economy combined with temperamental representative spirit, proceeding with caution will ensure your vocation and future success.Rattle through these requests - and in case you're in the certifiable? Tell us when you're leaving drinks are and we'll RSVP:Have I attempted to make everything work?Considering in the course of your life you'll invest definitely more energy with your desk area mates than you will your better half, you can some of the time apply a similar mindset toward stopping as you do to a separation. As Altimare suggests, you should attempt to make your gig work before you quit. From having an unmistakable and well-spoken discussion with your immediate administrator to thinking of arrangements that could improve your perspective and standpoint, taking proactive measures outlines your pledge to your activity. After you've broadcast your complaints, give it a couple of months to soak in before you choose following stages - into or out of the front door.If after that period you're despite everything embittered? Altimare reminds experts it is critical to make a smooth exit, with flawless planning. Is it accurate to say that you are amidst the busiest season or chipping away at a major undertaking? It might be beneficial to respect your responsibilities with the goal that your group isn't left in a tough situation and you're ready to leave on great term, she adds.Is the grass greener?You can take this in two ways: passionate and very down to earth. As profession mentor Cheryl Palmer notes, it is essential to organize your passionate condition of satisfaction, yet in addition serves to spread out a master and-con list that subtleties what your life would really resemble, sans-current-LinkedIn-title.Look at how awful the circumstance is: in the event that it is harming your wellbeing, that could best some other thought. Yet, on the off chance that that isn't the situation, at that point take a gan der at different elements that could impact your choice. In some cases it bodes well to remain where you are for a spell if that is your best alternative, Palmer proceeds. It's advantageous to truly investigate your work possibilities. Is your range of abilities attractive with the goal that you could land another practically identical situation in a moderately brief timeframe? If not, you could be more awful off on the off chance that you stopped before expanding the attractiveness of your skills.On the other hand, on the off chance that you feel readied and sure to make a jump, and an unexpected change, it may be an ideal opportunity to push off the harbor and set sail.Is it them or is it you?Here's some other time when relationship self improvement guides may be focused to proficient development: would you say you are disappointed busy working on the grounds that your manager or organization is not exactly heavenly … or would you say you are to be faulted? Acting naturally basi c is a troublesome aptitude for almost everybody, at each profession level, however as far as saying farewell to work, it is basic. Official mentor and creator, Marion E. Creeks moves workers to burrow profound - and be straightforward - about what is really occurring from 9 a.m. to 5 p.m.A part of individuals believe it's the association or their supervisor when it's truly them, since they need enthusiastic insight, they don't have the correct brand, associations, or they're not investing the exertion that is required for the following level, he explains.Before you stopped, Brooks says to respond to this inquiry: What in your present circumstance has happened that has persuaded you that you've hit an inconceivable hindrance? On the off chance that the appropriate response lies in your own activities, another open door probably won't shake things up enough. However, on the off chance that it is your organization - you realize the time has come to go.What do you like about the new jo b?Tempted by the title of another? Or on the other hand, ahem, the check? More acknowledgment, higher status and additional zeros on that check are what push a great many people to leave their ebb and flow jobs, yet Brooks suggests a spirit looking through meeting before fly setting. Why? As you develop in your vocation, it turns out to be increasingly more critical to recognize the main thing to you in the workplace.That's the reason being sure about what your qualities are for the new chance - from each point, not simply the evident ones. You truly must be sure about what your qualities are for any new chance or employment. A great many people center around one component as opposed to taking a gander at the circumstance comprehensively, he explains.And recollect - if those dollar signs are what is illuminating your eyes? That doesn't really mean you'll be more joyful. You certainly need to take a gander at it from a budgetary point of view, and whether you can support your present way of life - yet cash shouldn't be the main explanation, Brooks adds.Can I manage the cost of this?For some craving for new experiences experts who try to venture to the far corners of the planet - or enjoy the opportunity of working for themselves, a proposition for employment isn't required for them to get it together and go. In case you're making the jump to independent full-time, or fanning out to fire up your own gig, vocation master Christopher Kingman proposes doing the math, since leaving an occupation without a budgetary arrangement is amazingly risky.In expansion to your month to month costs - lease, vehicle installment, and so on - you likewise need to consider a rainy day account to cover everything from punctured tires to emergency clinic visits. To place yourself in the most ideal position, mean to spare in any event a half year worth of costs - and get to hustling from the second you leave.Why am I quitting?Apart from the entirety of the down to earth and clear inqu iries, Kingman likewise includes one that may set aside you effort to reply: for what reason would you say you are stopping? Regardless of whether you can run through a clothing rundown of protests following an especially distressing day, it is essential to really consider the center of why you need to skedaddle. Things like need changes or hitting the highest point of your latent capacity are substantial reasons; you need to discover the basic issues you are stopping for so you can be certain stopping is the best way to fix it, he explains.Which is the place the last inquiry gets significant: will stopping tackle the problem?If I quit, is my concern/concern solved?Kingman says once you've gathered your arguments and you're set up to introduce your case (regardless of whether to yourself in the mirror for a motivational speech, or your genuine supervisor) - ensure that truism sayonara to your activity will really have the effect you're seeking after. He says on the off chance that y ou can't be sure you'll feel unique - or you essentially don't have a clue - you should think about waiting.The choice to leave a vocation is one that shouldn't be messed with. The inquiries you pose to yourself are to guarantee your present circumstance can't be improved and that leaving your place of employment will just prompt more noteworthy chances, he includes.

Adding the #8216;Human Touch#8217; to Your Job Search

Including the #8216;Human Touch#8217; to Your Job Search Searching for an occupation can be disheartening. Being dismissed can be absolute discouraging. Getting an advancement or another position is energizing. Any profession change (regardless of whether positive or negative) will in general be befuddling and once in a while alarming. Your entire vocation way will be brimming with feelings that run the range from celebratory to an practically heinous feeling of misfortune. While you may have a care group as loved ones, these good natured friends and family may not really comprehend what it resembles to be from your perspective, nor do they have the keenness to point you the correct way. A Career Machine The Internet is loaded with data about professions, and this data is beneficial in a specific way, but much of it isn't in contact with the human side of working and vocation advancement. Rather, this self-serve content is basically pre-bundled, and it caters to a nonexclusive crowd. It isn't customized in any capacity that actually mirrors your individual needs, range of abilities, and vocation yearnings. This one-size-fits-all vocation advice may be valuable in certain circumstances, yet when you are amidst the thrill ride of feelings that comes with career advances and pursuits of employment, you truly could utilize something else. You should be bolstered by an expert. The Hard and Soft Approach A career master, similar to a lifelong guide, can offer that human-contact experience you need during circumstances such as the present. A profession counselor can help you endure the hardships of your vocation, condition you to go all the way, and is there to toast your prosperity when everything works out. A profession guide can convey the hard and delicate methodology, in view of what every individual needs and what will best serve their vocation objectives. They act practically like games mentors, delivering guidance through the right portions of tuning in and compassion, support and strong but fair affection, and target guidance and noteworthy errands. A vocation consultant realizes that every individual has an alternate arrangement of qualities and shortcomings that require a remarkable methodology additionally, they have frequently worked with a scope of characters and seen an assortment of profession encounters, so they realize how to make each person feel like they are comprehended and acknowledged. The Benefits of a Human Connection This customized approach is particularly consoling in the event that you are re-thinking yourself or on the off chance that you lack the certainty you need in the wake of confronting some profession hardship, such as being jobless for a while. Individual help from a profession advisor may additionally help you feel just as you are achieving more. In a pursuit that recently felt uneven, you presently have a guide; you currently have a listening ear, a strong shoulder, and entire body and brain to assist you with getting to the most suitable goal youre seeking. A profession mentor will unquestionably offer understanding and passionate help when a customer is anxious about a prospective employee meeting or worried about changing vocation ways, however this mentor is likewise there to enable you to buck up, and will be firm and offer useful analysis when it is important. So as to best serve your necessities and give the human association that helps smooth the knocks in your career street, a profession mentor ought to take the time to become acquainted with you as a person. It's tied in with building a relationship, truly, and taking the excursion with you that is the thing that frequently sets a vocation mentor apart from some other wellspring of profession help. Actually, a profession mentor can frequently do much more than simply sit close to you on that rollercoaster and allegorically hold your hand: a vocation mentor gets you off the enthusiastic ride and causes you gain strategic center, giving you where you have to go and what you have to do so as to accomplish your vocation objectives. What You Want in a Career Coach On the off chance that youre searching for a lifelong mentor, you need somebody who comprehends you by and by and who is enthusiastic about helping you succeed. You need to have someone on board who comprehends the feelings included in your vocation venture, yet additionally the commonsense target steps you have to take to arrive at your goals. Your flawless profession mentor should get you significantly more than you get yourself. While the Internet offers separated, regularly pre-bundled guidance, and your loved ones feel for you, it is a career mentor that can feel for you, offer genuinely close to home counsel, and give you a kick in the jeans when you need it most.

Featured Job Director of Client Services @ Pandora - Copeland Coaching

Featured Job Director of Client Services @ Pandora Pandora is seeking a Director of Client Services in Oakland, CA. Pandora is looking for a Director Client Services in who exemplifies the Pandora principles of self-motivation, passion, collaboration, experience and perspective. As a key leader in the Client Services team, this individual will hire, coach and mentor the Performance Sales Client Services team on existing process, while guiding the design and execution of programmatic services. Well-developed interpersonal skills and the ability to build strong relationships with partners in the Pandora organization will be key to the candidate’s success, along with a personal desire to mentor and develop the Client Services team. The ideal candidate is an expert at communicating the big picture up and down the organization, but is able and willing to be hands-on and understand all tasks and responsibilities of their team.  This individual will work closely with cross-functional internal teams such as Sales, Creative Services, Trafficking and Product and will be a partner to the West Coast Regiona l Vice Presidents and Sales Directors. To learn more, or to apply online, visit the Pandora job posting here.