E-Learning-Inclusivo (Mashup)

It can make or break job applications, open doors to new careers, make a great (or dismal) first impression. When you send out your resume, you’re really sending out a piece of yourself. So make sure it’s representing you to your best advantage. Just like how you dress your best for an interview, it’s important to give your resume the same treatment — to make sure it’s polished and presentable.

The 50 resume designs below span a wide range of styles, from strictly businesslike to ultra creative — browse through them to get some ideas for the next time you need to update your own resume.

“Critical thinking.” It’s a phrase as vague as “results-oriented individual” or “problem-solver.” Companies call for job applicants that are both worker bees and world-class innovators, prepared to paint outside the lines--but only in the brand’s monochromatic colors.

According to an American Management Association survey, 72% of employers feel that critical thinking is key to their organization’s success, but only half of those surveyed said their employees actually show this skill.

Daniel Goleman, in his article “Leadership That Gets Results”, has identified six different leadership styles, and he believes that good leaders will adopt one of these six styles to meet the needs of different situations.

None of the six leadership styles by Daniel Goleman are right or wrong – each may be appropriate depending on the specific context. Whilst one of the more empathetic styles is most likely to be needed to build long-term commitment, there will be occasions when a commanding style may need to be called upon, for example, when a rapid and decisive response is required.

You are a twentysomething entrepreneur ready to launch a new business and your emotions are running wild. You're frightened, intimated, and stressed, but at the same time you're enthusiastic and confident about what the future holds.

At this point, it's time to step back and listen to those who have been in the same situation.

It would be a foolish mistake and a missed opportunity not to value the advice, experience, and knowledge a mentor can offer. Put your ego aside; be a sponge and soak up as much wisdom as possible.

I was in this exact position prior to launching SDC Nutrition Inc. I was confident and probably a little too self-assured, but I knew I had to set aside my ego to listen and absorb as much invaluable advice as possible from my advisers.

Daniel Goleman, in his article “Leadership That Gets Results”, has identified six different leadership styles, and he believes that good leaders will adopt one of these six styles to meet the needs of different situations.

None of the six leadership styles by Daniel Goleman are right or wrong – each may be appropriate depending on the specific context. Whilst one of the more empathetic styles is most likely to be needed to build long-term commitment, there will be occasions when a commanding style may need to be called upon, for example, when a rapid and decisive response is required.

Everyone wants to be recognized for doing a good job, to be able to earn promotions and raises and to move up the organization. However, the path isn't always clear, and sometimes we are our own worst enemies--standing in the way of our own success.

For many of us, the idea of professional networking conjures unctuous thoughts of pressing the flesh with potential employers, laughing at unfunny jokes, and pretending to enjoy ourselves.

No wonder a recent study found that professional networking makes people feel unclean, so much so that they subconsciously crave cleansing products. The study, titled The Contaminating Effects of Building Instrumental Ties: How Networking Can Make Us Feel Dirty, appeared in the December 2014 issue of Administrative Science Quarterly.

Up to 87.7 percent of America’s workforce is not able to contribute to their full potential because they don’t have passion for their work. Less than 12.3 percent of America’s workforce possesses the attributes of worker passion. This “passion gap” is important because passionate workers are committed to continually achieving higher levels of performance. In today’s rapidly changing business environment, companies need passionate workers because such workers can drive extreme and sustained performance improvement—more than the one-time performance “bump” that follows a bonus or the implementation of a worker engagement initiative. These workers have both personal resilience and an orientation toward learning and improvement that helps organizations develop the resilience needed to withstand and grow stronger from continuous market challenges and disruptions.

There is no shortage of material that needs to be read in business including marketing copy, business plans, contracts legal documents and of course business books. I love to read but not all business reading is particularly entertaining or well written. And some of the most important stuff is dense, dry and dreadful no matter how much achieving success requires you read it.

So when my inbox is full of necessary reading that I know will put me to sleep, I have to make a special effort to power through it. First, I set aside time with no distractions. No phone, email or TV to draw my focus. Then I find a place with lots of natural light. Lastly I turn on mellow music that I know well so I can get into rhythmic groove. Before you know it the stack is gone and I feel better for having been productive.

Here are more ways to tackle that tough material from my Inc. colleagues.

What stands in the way of our being more satisfied and productive at work? That’s the fundamental question we sought to answer in a survey we conducted with HBR last fall. More than 19,000 people, at all levels in companies, across a broad range of industries, have so far responded to the questions we posed.

What we discovered is that people feel better and perform better and more sustainably when four basic needs are met: renewal (physical); value (emotional), focus (mental) and purpose (spiritual).

Daniel Goleman, in his article “Leadership That Gets Results”, has identified six different leadership styles, and he believes that good leaders will adopt one of these six styles to meet the needs of different situations.

None of the six leadership styles by Daniel Goleman are right or wrong – each may be appropriate depending on the specific context. Whilst one of the more empathetic styles is most likely to be needed to build long-term commitment, there will be occasions when a commanding style may need to be called upon, for example, when a rapid and decisive response is required.