July August 2010 Leadership - Maro Onokpise

LESSONS INLEADERSHIP

MARO ONOPIKE

7 job hunting tips from the Recruiters Lounge

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RECOGNITION EXPOSURE CREDIBILITY NETWORKING

EDITORIALPUBLISHER/EDITOR-in-CHIEF | Stephanie C. Harper

EDITORIAL DIRECTOR | Pamela BurksEXECUTIVE DIRECTOR | Niakesha Woodley

PUBLIC RELATIONS DIRECTOR | Andretta GreerSTORY EDITORS | Velma Larkins and Petrina Hill

COORDINATOR | Dena AustinMAGAZINE COVER and WEBSITE DESIGN | Sharaye Smith

CONTRIBUTORSDreena Armstrong, Kimberly A. Benjamin, Thejenda BS,

Pamela Burks, Pamela Byrd, Stephanie C. Harper,Carol Haynes, Courtney A. Hammonds, Traci Morgan,

Biba Pedron, Tasha Demery, Reginald Brown, Ted Moss,Christopher Williams, Jim Stroud, Otis Collier,Tracy Laswell Williams, Niakesha Woodley,

Andretta Greer, Tia Goodwin, Lucinda Cross, Trevior Branch,Robin M. Ware, and Bob Littell .

HUMAN RESOURCES and ORGANIZATIONAL STRATEGYSTEP Enterprises, Inc.

President and CEO | Stephanie C. Harper, PHR, CCP, CHRMAssistant to the President and CEO | Pamela Murphy

VP, CAREER Events | Niakesha Woodley, MHRDVP Strategic Alliances | Frank Aikens

Marketing Director | Anetra Henry-HuntingCreative Consultant | Chantony Marshall

Sales | Cameo Clark, Sunny Slaughter, Andretta Greer

BOARD of DIRECTORSChiquita Board, Velma Larkins, Clifford Houston,

LeVon B. Haynes, Elane Saunders, Mildred Mason,Vivianne Hardy-Towns

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CAREER Magazine | July / August 2010 | 4

4 EDITORIAL PAGEMeet CAREER Magazine

6 PUBLISHER'S PERSPECTIVELeadership is not a position...By Stephanie C. Harper, PHR

7 PUBLISHER'S PAGEHappy Birthday CAREER Magazine8 YOUR VOICE IN PRINTReflections and ReactionsPower Netoworking Issue

9 BLACK AND WHITE TERMSLeadership vs. Authority

10 CAREER MAKEOVER5 Ways to Guarantee your next jobis WRONG!By Tai Goodwin

11 BUSINESS OWNER BOOT CAMPYay or Nay : Social MediaBackground ChecksBy Ted L. Moss, CCP

14 HR NEWSThe Employment Situation-June 2010By Stephanie C. Harper, PHR

15 ON THE MOVEThe Leader in You!By Vaneese Johnson

17 ASK THE EXPERTS / Q&AHow to as for a raise?

The first steps in Entrepreneurship?

24 CAREERS AND CHRISTLeader or Boss?By Stephanie C. Harper

26 FAVOR FOR YOUR LIFEMajor Promotion in Strange PlacesBy Pastor Reginald Brown

27 AUTHORS CORNERYor Book - Your Brand!By Stephanie C. HarperBuilding A BrandBy Carol Haynes

28 MOMENTS OF MOTIVATIONInfluenced LeadershipBy Christopher Williams

30 WORKPLACE AND CAREERSUCCESSTake the lead in MaximinzingRelationshipsBy Treivor Branch, MSP, CPC

31 OFFICE TIPSAre You Too Busy for YourBusiness?By Lucinda Cross

COVER STORY

32 SPOTLIGHT ON SUCCESSMeet Tameeka Manuel-ShannonSalon Stylist

33 I LIVE ONLINE7 Job Hunting Tips that Give Youan Unfair Advantage Over YourPeersBy Jim Stroud

34 JUST THE FACTSAuthor /Publishing Stats

36 LIFE AFTER LAYOFFHow to deal with Gossip Afterthe Lay-offBy Stephanie C. Harper, PHR

36 COMPENSATION CORNERCompensation: More thanMoneyBy Stephanie C. Harper, PHR

37 BUSINESS BASICSWhat do I attract?By Pamela Burks

CM's Publisher talks with Maro Onokpise, CEO of JobTrakron Leadership. Maro shares the importance of being asocial entrepreneur, the ugly truths about joblessness andhunger going hand in hand, and how we can all take on aleadership role by pooling our resources for the greatergood. His belief, "What you do WITH your business is justas important as what your business does!"

CAREER Magazine(a StephanieHarper.com Publication) is a greenpublication written by career industry professionals forjob seekers (employees, employers and entrepreneurs.Published bi-monthly, no part of CAREER Magazinemay be reproduced or transmitted in any form or by anymeans without the written permission of the Publisher.The opinions expressed by our contributors are notnecessarily those of the Publisher. All articles areintellectual property of CAREER Magazine and/or itscontributors. All rights reserved. Copyright 2008-2010.

IN THIS ISSUE...PAGES 18-23



Publisher's Perspective

LEADERSHIP is one of the most misunderstood concepts in business. Much ofthe misunderstanding comes from the tendency to think about leadership onlyin terms of the people in charge. Too often, leadership is tied up with a title orposition, but I offer you another perspective - - seeing leadership as an action!

A true leader is so dynamic when leading that others are forced to follow them.True leaders have not only achieved their own dreams, but take action to help

millions of others to fulfill theirs as well. Every leader will have their own flavorand way of doing things or by incorporating the six leadership styles: Visionary,Coaching, Affliative, Democratic, Pacesetting or Commanding, but one thing isfor sure, the most effective leaders can move among these styles, adopting theone that meets the needs of the moment. The truth is people are looking,waiting and watching for your words to measure up to your actions. When

that happens you wont have to worry about the “right words to say”, youractions will have already spoken on your behalf! A very special thanks to

Maro Onokpise, CEO of JobTrakr for sharing his Lessons in Leadership.Amazing lessons we can all learn from no matter where are in our respective levels of employment and entrepreneurship.

Speaking of action, we are because of you! You, the readership(subscribers), the advertisers, the supporters, and last butcertainly not least the contributors. August 2010 is a majormilestone for the CAREER Magazine staff. In just two short

years, we have reached more than 80,000 subscribers worldwideand continue to impact lives and careers through our social media platforms. Stay

connected, we are working on more exciting things to make your CAREER Magazineexperience even better! LETS GO!

LEADING BY ACTION,

Stephanie C. Harper-Haynes, PHR, CCP, CHRM Author, Career Expert, Speaker, Radio Host Publisher, CAREER Magazine (www.TheCareerMag.com)

Publisher's Page


GEORGE THE GREAT!George Fraser is such a man ofwisdom. I have had a chance tomeet him on several occasionsand he always brings so muchwith him that we can take andapply to our lives - - NOW! Thankyou for featuring him in yourmagazine, he’s better than good.More like George the Great!

L. Johns, Chicago, IL

POWER NETWORKINGI have been connected with yourwork for several years and I mustsay, it gets better and better.Your radio interview andmagazine coverage of Mr. Fraserwas superb! I attended hisconference in Atlanta this yearand met some of the PowerNetworkerts that are moving anshaking America. Thanks, CM forkeeping us informed. You arecertiainly power networking forthose who are connected.

B. Worthington, Atlanta, GA

POWER!Power Team! Powerful Publication!Powerful Information! PowerfulCover Story! Thanks for sharing!

S. Glenn, Villa Rica, GA

MUST HAVE'sThanks to Ms. Tai Goodwin forsharing the "10 Must Have PeopleIn Your Network". I have surelyfallen behind the 8-ball on beingspecific about building mynetwork. This article is a greatpoint of reference for figuring ourwho should and should not be apart of your inner circle. Thankyou.

Mary A. , Miami FL

TOP 50 SITESFantastic information. I'm a latebloomer in technology. I set up aFacebook and a MySpace and I amdiligently working on building anetwork. Social Media is a newconcept for me, but one I amenjoying exploring. Thanks forpointing me in the right direction.

Tres M., Akron, OH

PAIN IS PREPARATIONThank you for this article. I lost myjob last year and it's been reallyhard. But this has helped me tore-focus and understand what Ifeel is normal.

T. Kingman, Mobile, AL

ASK THE EXPERTThanks for including a new section. Ihave emailed many "experts" andnever hear from them. I'm glad youare answering your readers. It's letsus know you care!

A. McRae, Pomona, CA

SIMPLE SMART & FREEWow! I have started to use the 5ways to grow your network and havealready seen an increase in myvisibiliy online. Thank you for sharinghow we can make a larger impact. Iam still working on creatingpartnerships, but I do see the value inbuilding contacts - - even withcompetitors. It's a small world andwe can all share a piece of the pie!

I. Roosevelt , Las Vegas, NV

Your Voice In Print

YES, WE WANT TOHEAR FROM YOU!

Due to the overwhelming amount ofemails that we receive, we areunable to respond to email

personally, but will do our best toinclude your comments. If you have

a comment, questions or anobservation, please emails us

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In Black and White Terms

Leadership vs Authority

LEADERSHIP (according to wikipedia.com)

is stated as the "process of social influence inwhich one person can enlist the aid and supportof others in the accomplishment of a common

task.

AUTHORITY (according to WIKIPEDIA.com)

from the Latin word , means invention,advice, opinion, influence, or command.


Career Makeover

How many times have you (-or someone you know) taken a job, ecstatic about the new role, only todo a 180 degree spin after the “honeymoon phase” is over? Three to six months into the new job,you have a dreaded sense of déjà vu and start estimating how long it will be before you are forced tomake another move. Here are five things to add to the “Don’t List” as you conduct your job search.

1. Forget about doing research. Proper research in a job search can require a lot of energy, time,and focus – however the reward is big. Make sure you understand the difference between browsingand searching. Browsing is general – just seeing what’s out there. A real job search is based on yourskills, experience, and targets the industries and companies you want to work in. Take the time tofind companies with values that are aligned to your own and potential opportunities and experiencethat will help you get to the next place on your career path.

2. Ask the wrong questions or no questions. An experienced interviewer will expect you to havequestions about the position you are applying for. Having genuine questions show that you are a)interested and b) that you have been thinking about the job. Don’t be afraid to ask the interviewerabout their experience with the company. And be sure to find out exactly what it will take to be suc-cessful in the new role.

3. Respond to the offer out of fear and desperation. Approach the offer as a strategic decision toget what you need. You may feel pressured because it is your first job offer in a really, really longtime. And you may be at a place where you need to take the job. If it not your ideal next best careermove, make sure you have a plan for what you will get out of the experience and maybe how longyou will plan to stay in the role.

4. Focus only on the money. We’ve hear it before – “money makes the world go around.” But focus-ing only on the salary increase (or decrease) only can lead you to making a bad decision. Unless get-ting to a certain salary is your target, take the time to factor in what else is important in your careerand life right now. Evaluate the opportunity, not just the money

5. Entirely ignore your core values. Before you say yes to a job offer, take a minute to considerwhat’s really important to you and then measure the opportunity based on your priorities.

5 WAYS TO GUARANTEEYOUR NEXT JOB IS WRONG!


By Tai GoodwinCareerMakeoverCoach.com

Do you have a blog, Facebook, MySpace, LinkedIn, FriendFeed,Twitter, or other social media profiles active? If you don’tcertainly many of your employees and candidates who have atleast one of these things. The penetration of social media into thelives of people is getting higher.

There is a growing trend to start looking for these profiles byemployers (both current and future) to check out current andfuture employees. People in HR that I know who do this say it isan extra insurance policy. If someone is bragging about illegalactivity on their Facebook page, it could be an indicator of thingsto come.

There are some concerns about the legality of checking social media profiles. Like many things, it isn’t somuch checking the profile that’s the problem, it is what you do with some of the information you uncoverin the process. For example, some profiles will give away a protected status that wasn’t apparent before(for example, a religious affiliation or national origin). This can open up liability if you reject the candidate.

There are even more traps for employers who check on their employees via social networking sites.

Of course, some of these tools can be a great way of connecting with current and former employees,customers and job candidates so it is important to balance your checking of backgrounds. Here are sopros and cons to using social media as another background check:

Yay:

1. You get information that you won’t find on many background checks

2. You can see if they are affiliated with any of your current workers

3. Make a determination as far as how well they may fit

Nay:

1. You can open your company up to liability

2. You can learn things that you can’t use against an employee in a hiring decision

3. Might find out they don’t like your favorite sports team (j/k)

What is your take on using social media for background checks? None of our business, useful when usedcarefully or always use it to cover our bases.

Business Owner Bootcamp

The Business Owner HR Bootcamp is designed to help business owners with day-to-day HR Decision Making Processes

Legal Disclaimer: The information provided herein does not constitutes legal advice on behalf of CM.

By Ted Moss, CCPCrimCheck.com


Business As Usual

The Difference Between Failing and Prevailing in Your Career

www.Hunting4Solutions.comBy Anetra Henry-Hunting

Although jobs are slowly seeing an increase, the time from resume submission in response to an adfor employment to job offer is still at an all time high. The easiest way to cut down on this valuabletime is to know someone on the inside that can walk your resume to the proper person and have itplaced on the top of the pile of candidates to call. In other words, “get hooked up”. But what areyou going to do when you get the call? Have the TV or music blaring in the background during theinterview-setting phase? Show up with no resume, written references, unprofessionally dressedassuming you already have the job based on your relationship with your inside source? Actsurprised when you don’t get hired?

These examples may seem extreme, but they are more common that you may think. A person askingfor the “hook up” expects that their referral source be in complete control of the hiring process,although they may be well aware that the source is not the decision maker. Therefore, they fail everystage of the interview process because they rely completely on the casual relationship they enjoywith the source instead of their own talents, skills, and experience to get the job. All the while,diminishing the reputation of the source at the organization and damaging their own relationshipwith the source. An inside referral source should be protected much like investigative reportersprotect their secret sources. After all, a written or word of mouth reference is extremely valuablebecause it is an extension of the source’s reputation. A referring source is expecting you to make agreat (not good) impression and exemplify the characteristics they see in you to the interviewer.

Being connected prevails over the "hook -up" because it simply opens the door to an opportunity.Being connecting also means your talents, skills, and experience are a match to ensure success. In theinterview process, you will work to draw those parallels to the interviewer. Based on the reputationof the source, a hiring manager will most likely move your resume to the top candidates to contactfor the position because a well-placed referral saves the organization time and money. Chances are,a valued employee understands the tasks of the job and has informally screened the candidate toensure a fit into the company’s culture.

So, if you are seeking a new opportunity, understand that there is a difference between a “hook up”and a "connection" A “hook up” requires little from you and indicates that at best, you will givenothing in return. A "connection" requires you to work and be accountable for the opportunityprovided because you are in good graces with someone who was able to make something happen foryou. Also, as you walk through this door, understand that for as long as you are affiliated with thisorganization, you represent two people: yourself and the person who connected you. Handle thisresponsibility wisely, and you will have a your own personal fan for life. Every time your referralsource is solicited for talent, your name will top the list, creating unlimited opportunities for success.


Spotlight


The decline in payroll employment reflected a decrease (-225,000) in the number of temporaryEmployees working on Census 2010. Private-sector payroll employment edged up by 83,000.Household Survey Data Both the number of unemployed persons, at 14.6 million, and the unemployment rate, at 9.5 percent, edged down in June. (See table A-1.) Among the major worker groups,the unemployment rate for adult women (7.8 percent) declined, while the rates for adult men (9.9percent), teenagers (25.7 percent), whites (8.6 percent), blacks (15.4 percent), and Hispanics (12.4percent) showed little or no change. The jobless rate for Asians was 7.7 percent, not seasonallyadjusted. (See tables A-1, A-2, and A-3.) In June, the number of long-term unemployed (those joblessfor 27 weeks and over) was unchanged at 6.8 million. These individuals made up 45.5 percent ofunemployed persons. (See table A-12.) The civilian labor force participation rate fell by 0.3 percentagepoint in June to 64.7 percent. The employment-population ratio, at 58.5 percent, edged down over themonth. (See table A-1.)

The remaining 1.4 million persons marginally attached to the labor force had not searched for work inthe 4 weeks preceding the survey for reasons such as school attendance or family responsibilities. (Seetable A-16.) Establishment Survey Data Total nonfarm payroll employment decreased by 125,000 inJune, reflecting the departure of 225,000 temporary Census 2010 workers from federal governmentpayrolls. Total private employment edged up over the month (+83,000) due to modest increases inseveral industries. So far this year, private-sector employment has increased by 593,000 but in June was7.9 million below its December 2007 level. (See table B-1.) Within leisure and hospitality, employmentrose over the month by 28,000 in amusements, gambling, and recreation. Within professional andbusiness services, employment continued to increase in temporary help services (+21,000).Employment in temporary help has risen by 379,000 since a recent low in September 2009. Elsewherein professional and business services, management and technical consulting (+11,000) and businesssupport services (+7,000) also added jobs over the month. In June, transportation and warehousingadded 15,000 jobs. Since a recent low in February, this industry has added 44,000 jobs. Health careemployment edged up in June (+9,000). Over the past 12 months, the industry has gained 217,000 jobs.Mining employment continued to trend up in June (+6,000); the industry has gained 56,000 jobs sinceOctober 2009. Within mining, support activities added 7,000 jobs in June. Manufacturing employmentcontinued to trend up over the month (+9,000). The industry has added 136,000 jobs since December2009. Construction employment decreased by 22,000 in June, with the largest decline in nonresidentialspecialty trade contracting. On net, construction employment has shown little change over the last 4months. The change in total nonfarm payroll employment for April was revised from +290,000 to+313,000, and the change for May was revised from +431,000 to +433,000.

The Employment Situation for July is scheduled to be released on Friday, August 6, 2010, at 8:30 a.m.(EDT).

Source. www.bls.gov

HR News

By Stephanie C. Harper, PHRTheCareerMag.com


Who are the people that to mind when you think of successful leaders? What are some of the characteristics that stand out about them? Who is it that you stirive to emulate? The top local business owners. Those who are well respected in their fields, sought after for their knowledge and always requested to speak at events? Research has uncovered four distinctive traits that stand out in leaders.

Each leader started with a Vision in mind for their business. They used Focus to serve as a road map forthem to bring the idea to fruition. The vision for any business should be "being" well-respected forproviding quality products, strong customer relations and quality in the delivery of services. As well asconnect ing with clients through understanding their needs and anticipating their wants by thinkingahead and presenting solutions to show the return on investment in our business relationship.

Leaders talked about their self-Discipline. They exercise the ability to control the things they can andwisdom to know the difference. Sound familiar, these words are from The Serenity Prayer! Employ solidi principles by operating each with purpose and keeping distractions to a minimum. Task such as surfingthe internet excessively, talking on cell phones, spending time aimlessly …… you get the point. Instead,discipline yourself to learn and apply new information, tools and techniques that contribute tobecoming entrepreneurial savvy!

Equally important is clear Communication. Leaders are consistent in what they say and how theypromote their business and professional brand. Leaders are not all over the place, their messages arestrategically focused with impactful information. So, therefore challenge yourself to be clear aboutexactly what you communicate. Is it useful? Is it current? Can it make a difference in how yourbusiness is perceived in the market place? Commit to reading industry resources, attendingconferences and taking classes to strengthens your entrepreneurial acumen. The goal is to make surethe content of communication is applicable.

Lastly, all leaders have a Support network which brings certain smarts, skills and know-how. No needto be a financial guru, marketing consultant, or a human resource expert when you can contract thesetasks out which could make your business stronger! Leaders know how to maximize these services inareas needed so the focus goes where their talent produces results. Take the opportunity to task bycreating an internal and external support system to stay in the role of a leader and a business ownermaking sure the company’s goals are met!

One thing that hold true is becoming a great Leader, starts with YOU!

Entrepreneurs: On The Move

www.otmcareers.comBy Vaneese Johnson


ADVERTISEMENT

Q. Dear Ms. Harper,

When is the best time to ask for a raise or promotion?I know the economy is in bad shape right now, but myboss keeps using that an as excuse not to give me araise. I know that times are tough for everyone, but Iknow that we are doing pretty good as a business.What should I do?

~ Vincent M. Orlando, FL

Ask the Expert

A. It's really hard to give you an absoluteanswer because there are so many variablesto consider. When was your last raise?What is your company policy on meritincreases? How the company is doingfinancially, and most importantantly - - doyou deserve a raise? Many times employeesfeel they are entitled to a raise annually or ifthey take on new responsiblities, while araise is certianly appreciated it's not anautormatic thing.

Withou having all the details, my best advicewould be to keep record of your daily tasks,accomplishments and contributions that youare making to the organization. If you are"just" doing the job that you were hired todo, well.... Utilize your annual evaluation todiscuss salary options, but be sure that youcan build a case on why you deserve a raise.Hope that helps! ~ Stephanie

We'd love to hear from you! Send your questions to [email protected]

Q & A with Stephanie C. Harper, PHR, CCP, CHRM


Q. Dear Ms. Harper,When venturing out into entreprenurship what weresome of the first steps you took to make sure that yourbusiness did not fail? I am sure that I am suppose to bein control of my destiny and the economy is forcing meto consider this option as a possible solution.

~D. Lewis , Culver City, CA

A. Entrepreneurship is very rewarding, butequally demanding. Kudos for seeking directionto become self-employed. The first 3 steps tobeing an entreprenuer include a business plan,a marketing plan, and an advisory board. Boththe business and marketing plans will help youto develop a blue print for your success as wellas help you chart your course. Your advisoryboard will be a group of individuals who areexperienced in the areas of business whichwhich you are not - - this provides a trustedpoint of reference for information, networkingand opening doors for you. The best thing youcan do is understand why your business exist,who your target market is and how you can bestservice them. Once you have that figured out,go forth, make it happen and keep us posted!Hope that helps!

~ Stephanie

Cover Story


When things get tough a leader steps up and goesto battle with his team. A boss says “ok, go”. Aleader says “Let’s Go!” A man is measured by thelives that he touches. If I can inspire someone toreach for their dreams and become a better personin the process that means a lot to me.

~ Maro~

Cover Story


Cover Story

CM: Greetings Maro thank you for taking the time to share with the readers CAREER Magazine.Tell us, “Who is MARO O?”MO: I’m just a guy that’s following his passion to help people change their lives and make adifference in society.

CM: Leadership is one of the most misunderstood concepts in business. Many think it is a positionor title. Here at CAREER Magazine, we feel that leadership is not a title, but an action. How do youdescribe Leadership?MO: I read this a long time ago, and I try to live by this. A leader is a person that makes his/herfollowers better and better contributors to society.

CM: Speaking of Leadership, Congratulations are in order for being a winner of the 2010 OrlandoBusiness Journal’s 40 Under 40. Please share with our readership the significance of thisaccomplishment?MO: Thank you so much, I am truly blessed and fortunate to have received such an honor. Thepeople that are on this list are some of the smartest and forward thinking people that I’ve ever comein contact with. I remember when I was nominated 3 years ago, someone said that you have to benominated at least 5 or 6 years to even be considered for the 40 Under 40 list. By the grace of God,I made it in just 3 years.

CM: How did you get into the field of Human Resources (HR) ?MO: Naturally I guess I’m a people person and I’ve always had an affinity for employment/HumanResources/Relations type of work. When I was a Manager at Banana Republic an opportunityopened up for me to take on a role in HR. So I jumped on it.

CM: You are a former HR representative with Banana Republic, are there any striking differences inHR practices in Banana Republic compared to the United States?MO: As odd as it sounds back in the early 2000’s our processes were still very manual. Meaningthere was a lot of paper work involved. I just remember how much paper we used to go through.Now everything is electronic. So I would say the process is definitely more streamlined. Other thanthat, its pretty much the same. You want to make sure that you take care of your employees needs.They’re representatives of your company. If they’re not happy, the customers won’t be happy.



Cover Story

CM: What is Jux.ta.pose?MO: I wouldn’t be where I am today, if it weren’t for Jux-ta-pose. I don’t think we have much timeto go into it, but Jux-ta-pose was a social network for job seekers that I started with my last $50 at aKinkos. A lot of people don’t know that.

CM: Are you one of the founders of the Pink Slip Party?MO: (laughs) Not really. The Pink Slip Party isn't a new concept. It actually dates back to the 1920's,and was brought back in the early 2000'swith the dot com bust and financial market collapse.Recruiters found out that a lot talented people used to hang out at bars during happy hours. So theyjust started snatching people up from there versus going to job fairs. What I've been able to do wastake that concept, put my twist on it and reinvent the way people get jobs. Part party, part job fair.

CM: Oh do tell, tell us more about the Part Party, part job fair? What is it? How often does it happen?Where? And what results have you seen?MO: We take a traditional job fair, pick it up and drop it in the hottest happy hour venue in town. It’s agreat way for employers and job seekers to connect and let their hair down in a non-traditionalenvironment. The cornerstone of these Pink Slip Parties is networking. We’ve all seen the statistic that84% of positions that are filled are filled through networking. I cannot stress the importance of peoplegetting out and networking. We typically hosts these events once a quarter. I’ll stagger it with a corporateevent for a company that’s hiring. I’m averaging 2 events a quarter. The results have been great thus far.I’m proud of the relationships that I’ve built with my corporate partners like Sprint, and the OrlandoConvention and Visitors Bureau. I’m honored when they call me and ask when are you hosting your nextevent. That shows me that these events are working. I want to it to the next level. We have somethingspecial planned in July.

CM: What is Jux.ta.pose?MO: I wouldn’t be where I am today, if it weren’t for Jux-ta-pose. I don’t think we have much timeto go into it, but Jux-ta-pose was a social network for job seekers that I started with my last $50 at aKinkos. A lot of people don’t know that.

CM: Are you one of the founders of the Pink Slip Party?MO: (laughs) Not really. The Pink Slip Party isn't a new concept. It actually dates back to the 1920's,and was brought back in the early 2000'swith the dot com bust and financial market collapse.Recruiters found out that a lot talented people used to hang out at bars during happy hours. So theyjust started snatching people up from there versus going to job fairs. What I've been able to do wastake that concept, put my twist on it and reinvent the way people get jobs. Part party, part job fair

CM: Because of your many contributions and accomplishments in the industry, you have become aspeaker for various career and business events. Do you remember your first presentation on thetopic of careers? What was it and why did you choose that topic?

Cover Story


MO: I remember it like it was yesterday. I was asked to do a resume workshop “close to downtown”.I chose that topic because that’s all I really knew about at the time. I’m thinking downtown, highrises, and audience of a t least a hundred people, the works. Nope, I was in the hood. Three piecesuit in the middle of the hood speaking to about 10 people. I thank God for this experience becauseit taught me that no matter how big or small your audience is, you should ALWAYS give 110% in yourpreparation and execution.

CM: What was your motivation behind Jobtrakr?MO: Great question. After my last Pink SlipParty in November of 2009, I was totally burntout. I went into hiding for about 4 months. Ipromised myself that I wouldn’t do any work,just take it easy. As an entrepreneur that’snot in my nature, so I got busy on this conceptto help people manage their job search.When I would ask people how was theirsearch coming or how were they keepingtrack of things. The most common responseswere, I write things down in a notebook, Icreate a folder in my email in box andshockingly enough some people didn’t doanything. So I said to myself there has to bea better way. I have a fiduciary responsibilityto make sure these individuals are approaching employers fully prepared. I partnered with adeveloper and we knocked the first version of the site out in about 4 weeks.

CM:What do you hope to accomplish through Jobtrakr?MO: Ultimately, I want jobtrakr to be a place where someone can track what they’re doing not onlywhile they are looking for a job, but after they begin working as well. Some people have been out ofwork for so long that acclimating back into the work force may be difficult. We have a lot of toolsand resources on the site to help you take a personal look at your career development. Weencourage everyone to record the bad times as well as the good times. Those challenges are wherethe most important lessons are learned.

CM: How do you view leadership?MO: That’s an easy one. When things get tough a leader steps up and goes to battle with his team.A boss says “ok, go”. A leader says “Let’s go!” A man is measured by the lives that he touches. If Ican inspire someone to reach for their dreams and become a better person in the process thatmeans a lot to me. I think people tend to over-think what leadership is or even over interpret it.Simply put, a leader does one, if not two of the following things - - He/she makes his followersbetter and or changes the world.

Cover Story

For Additional information on the POWERNETWORKING CONFERENCE visit www.FRASERNET.COM


CM: What are 5 lessons in leadership you can share with our readers? Here are five key lessons.1. Its ok to make mistakes. No one is perfect. Once you make a mistake, learn from it and move onquickly. It doesn't do anyone any good lamenting on a past failure or setback.2. Respect your followers and they will respect you in return.3. Strive to continue to learn and want to do better. There is no way that we can ever know everything.I read a story once where after Denzel Washington became an accomplished actor he was still takingacting lessons. If one of the best actors of our time can dedicate time to better his craft, I think weshould all do the same.4. Its ok to say No. Early on, I had a hard time saying no. As you know, when you're starting out as anentrepreneur you say yes to everything and maybe take on more business than you should. As I grewand matured, I have learned to say no to somethings that don't align with my goals or my company'sgoals. I would be doing a huge disservice to my customers if I was focused on other things.5. Focus on one thing and do it better than anyone else. Period!

CM: Where do you think "leaders" go wrong?This is a great question. There's a few areas where leaders go wrong. Trying to keep up with the nextcompany or the next hot trend and straying away from their core business. Also, when they stoplistening to their subordinates or customers. If you are completely detached from those that put youin a position to lead, the consequences could be devastating.

CM: What steps should one take to become a leader?I'm a firm believer in Mentors and mentoring. Identify someone that you want to emulate. If you arein a position to reach out to them and have a coffee with them, shoot them an email. You'll besurprised at how willing a lot of people are to share their thoughts. If you are not in a position toreach out to a would be mentor, read as many books, newspaper and magazine articles as you canabout these individuals. The thing to remember is that for the most part everyone has just the sameopportunity to make it. There are so many resources available to us. To not take advantage of theseresources shows that maybe you're not ready to lead. A true leader takes whats around them andpaints a master piece.

CM: I have had a chance to talk with many people in the HR world, but you are the first to ever sharethe revelation that “unemployment and hunger go hand in hand”. Please share more about this focus?MO: I work with an organization here in Orlando called Christian HELP ( food bank and resources forthose that are unemployed or less fortunate). It's an incredible organization - - I took a tour and Idecided at that moment that I wanted to do something to help out. I know we can’t feed every child,but as leaders and people of influence we have a responsibility to give back any way we can. I was alsoinspired by Blake Mycoskie, the founder of Toms shoes. For every pair of shoes they sell, they donatea pair to children in developing countries. He showed me that it was ok to be a social entrepreneur. Oneof the ugly truths about the increasing jobless rate is that hunger and unemployment go hand in hand.No family, and especially no child should go to be hungry if we can pool our resources for the greatergood. As a leader, what you do with your business is just as important as what your business does.


Careers and Christ

For even the Son of God did not come to be served, but to serve and to give His life as a ransom for many. Mark 10:45

Have you worked hard? Did you earn the title? Position? And the pay? Congratulations, you are thenew boss! The problem with your new role is only 12% of people like their boss. The first assignmentin your new role is to be less of a boss and more of a leader. Leadership is probably one of the mosttalked about business concepts, but the least understood. Leadership is not based on position or title.It is based on action, performance, ability, effectiveness and more importantly, the ability to serveothers. That’s right… to follow, not lead.

Jesus did not have rules for others that He did not follow Himself. Jesus did not walk around saying Hewas in charge. He proved it with His works. Jesus did not walk around tearing others down with Hispower, He built them up. Jesus did not walk around delegating His miracles; He performed them. Jesusdid not throw His power around; He used it to empower others. Jesus did not hold onto His wisdom;He imparted it to others. Jesus did not ask you to figure out leadership on your own; He left examples:

Let’s examine the differences between the world’s Boss and the Bible’s Leader

Source: Are you The Boss or the Leader? By Steve Sileo Realitieschurch.com Used by permission

At one time or another each of you have experienced or will experience a toxic boss. A toxic bosspoisons the work environment. A toxic boss defines the mood of the workplace. As a leader you canmake the difference. You have more than a new level of responsibility to your employer, but also achance to become a beacon of light to others. You are a child of God, with power to command the wilesof evil to conform. The question is…will you become a boss or a leader?

A BOSS

Creates fearServes himselfAims to make himself successfulSays “I”Fixes blameKnows howMakes work a grindDrivesWields authorityRelies on the power of authority

A LEADER

Creates trust (1 Thess. 2:1-10)Serves others (1 Corinth. 9-19)Aims to make others successful (1 Tim. 4-6)Says “we” (1 Corinth. 3:5-9)Fixes mistakes (Philem. 18-19)Shows how (Ex. 17:18)Makes work worthwhile (Book of Nehemiah)Leads (John 10:11-15)Empowers people (2 Tim. 2:2)Relies on the power of servant hood (Matt. 20:25-28)

By Stephanie C. HarperStephanieHarper.com

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Favor For Your LIfe

M A J O R P R O M O T I O NI N S T R A N G E P L A C E S

( t h e a n o i t i n g o f K i n g D a v i d )

gccvv.orgBy Pastor Reginald Brown

When you look at where you are in life, what thoughts cross your mind? Do you think or believe thatwhere you are is your lot in life or do you believe that where you are is the beginning of the rest ofyour life? Are you somehow or another overlooking and underestimating what could be one of thegreatest moments of your life; a moment that has the potential to be your defining moment that willcatapult you into your destiny. If you are, you could be committing one of, if not, the greatesttragedies in your life.

No one who has ever accomplished anything worthwhile did it without experiencing humble or smallbeginnings and setbacks and failures. The reality is, all too often people overlook where they are andthey end up missing out on the lessons that are essential for their promotion to their next assignmentand level. If anyone would have asked the people of Modesto, California if George Lucas would evermake it big, they would probably have answered by saying, no, because during his formative years hisdesire was to be a drag racer. This dream was brought to a halt after he was involved in an accidentshortly after high school. Because of this, he enrolled in Modesto Junior College and later hematriculated through the University of Southern California.

Because of his birthplace, love for drag racing and the setback of his accident, no one ever thought hewould rise to such heights. What many of them didn’t know and what we often overlook is that Goduse people from unusual backgrounds and situations in major ways. Some of the people he uses wereborn in regions that worship many gods like Abraham. Some were never suppose to make it throughinfancy like Moses. Some had unlikely professions and were most likely written off like Rahab. Andothers were born into families that didn’t think too much of them. Families that always put othersbefore them, while they were left to do jobs that no one else wanted.

The good news, my friend, is that no matter where you are in life, the saying is certainly true, “WhatGod has for you is for you.” Just ask David! Before becoming the King of Israel,David’s father Jesseplaced all of his son’s before the prophet Samuel one by one hoping that one of them would beanointed as the next King of Israel. He only remembered David because the anointing oil didn’t flowand the prophet asked him was there another son.

What his father didn’t understand was David was being groomed for the next transition and position inhis life. His faithfulness to his job as shepherd prepared him for his promotion as King of Israel andforefather of Jesus. As you seek to move into a new career or to transition in life just remember, Godalways gives major promotions in strange places. So remain faithful!


Authorr's Corner

BUILDING YOUR BRAND:With Business Card CD's

By Carol Hayneswww.BooksAreABusiness.com

Their attractive size and style make them idealfor authors seeking to promote news books orpress kits in an eye-catching manner. Create anew marketing tool for your brand using new orexisting content!

CD business cards are still a relatively new con-cept. These revolutionary products are essen-tially business-card-sized CD-ROM’s that canplay in any standard computer CD drive, givingyou the ideal platform from which to presentyour book.

QUICK IDEAS FOR YOUR BUSINESS CARD CD

- - Feature Your Unique Products

- - Corporate Profiles or Personal Bios

- - Accomplishments and Book Signings

- - New Products Announcements

- - Sales Presentation, Speaking Engagements

- - Customer Testimonials

- - Brochures, Media Kits & Press Releases


YOUR BOOK YOUR BRANDBusiness or Personal?

By Stephanie C. Harperwww.BooksAreABusiness.com

When it comes to your book, the first thing todecide is if your book will be a business brandor a book brand? Once you've made thatdecision, here are 4 areas to consider when itcomes to "your book and your brand!"

Brand RECOGNITION: What is the productname recognized by your target market. Howwill you get your name (brand) out?

Brand IMAGE: The way the product is perceivedby the target audience. What image isperceived about your brand by others?

Brand POSITION: The need the product isperceived as meeting. Why do others need yourproject/product?

Brand PROMISE: What has your brands’marketing message promised to do? How canyou stand behind your promise?

THINGS TO REMEMBER:

Branding is NOT...about getting your targetmarket to choose you over the competition.

Branding is...Branding is getting your prospectsto see you as the only one that can provide asolution to their problem.

There are leaders who inspire trust; those who inspire respect; those who inspire accountability; those whoinspire integrity; those who inspire teamwork; and those who inspire success. But, what they all have incommon is the ability to influence the lives of others in a manner that truly can inspire greatness! This is what Irefer to as “Influenced Leadership”. Influenced leadership holds that every leader is accountable, not only tohim/herself, but also to others.

Influenced leaders remain accountable by exemplifying the below T.R.A.I.T.S.· Inspire Trust

o Involves the ability to be transparent with yourself and others. The only way we can influenceothers is to let them into your life. It’s okay to let people see your limitations. Share yourfailures!

· Inspire Respecto Walk in faith and integrity by standing firm on your beliefs. The ability to not waiver because

others are not comfortable with who you are. This is not a game of “Follow the Leader.” It isokay to standout because of your belief, in fact you should stand out because your light shouldalways be shining bright.

· Inspire Accountabilityo Accountability is the foundation for authentic personal and professional relationships. Authentic

people take full and complete ownership for their lives, their choices, thoughts, feelings andactions, without blame or faultfinding. Authentic people know their deepest values withouthesitation and fulfill them in thought, word and deed.

· Inspire Integrityo Integrity is something you either have or you don’t. This is a feeling that is at the core of who you

are. It recognizes that honesty is the always the right thing. It removes selfish motive and gain!

· Inspire Teamworko Motivate followers to work for goals that go beyond immediate self-interest, where what is right

and good becomes important - these leaders transform the needs, values, preferences andaspirations of followers. They do this so that the interests of the wider group replace the self-interest of individuals within that group.

· Inspire Successo Go above and beyond! Go the extra mile! If the expectation is that you want others to do their

best; you have to be willing to do the same. Inspired Success is greatness because you don’t stopdreaming when people say you should! Inspired Success is greatness because you have decidedto change your circumstance! Inspired Success is simply GREAT!

Moments of Motivation

By Chrisptopher Williams ChristopherMichaelInc.com


A leader is one who inspires others to greatness.A leader does what he says he will do. A leader

motivates and inspires others to succeed. A leader is avisionary who has the ability to communicate that vision

and inspire others to support it.”


By Stephanie C. Harper, PHRStephanieHarper.com

Career Tips

1. Actuary: That’s right, the best job in the country today is that of an actuary. In an economy permeated byrisk, the job of an actuary becomes quite relevant, as they deal with the financial impact of risk and uncer-tainty, calculating the likelihood of events and how companies can build strategies to avoid negative impacton the bottom line. Median salary: $82,800.

2. Software Engineer : Software engineers are one of the occupations projected to grow the fastest between2006-2016, according to the BLS. This profession applies computer science and mathematical analysis to de-sign, develop, test and evaluate software and systems. Median Salary: $79,780

3. Computer Systems Analyst: Computer systems analysts help organizations use technology effectively andincorporate rapidly changing technologies into existing systems. Median income: $69,760.

4. Biologist: Biological scientists study living organisms and their relationship to the environment, and oftenwork both in the lab and in the field. Areas of study range from the small scale of microorganisms and DNA tolarger-scale animal anatomy and even migration patterns. Median salary: $76,320.

5. Historian: Historians usually specialize in a certain area, analyzing historic information and building knowl-edge based upon their work. The BLS describes historians as specializing in a country or region, period orfield, who may also do work outside the office or classroom setting. Median annual salary: $48,520.

6. Mathematician: This job is more than carrying around textbooks and drawing sine curves; mathematiciansare tasked with solving problems for businesses and work on complex global issues. Although this is a highly-rated job, it is down from its #1 spot last year, according to CareerCast. Median salary: About $100,000.

7. Paralegal Assistant: One of the common entry-level positions in the legal field, paralegals assist attorneysin the preparation of legal documents, collect affidavits and research cases for more senior individuals in thelegal profession. Median salary: $46,120.

8. Statistician: A statistician works with statistical analysis and problem solving in both the public and privatesectors. Median Salary: $65,720

9. Accountant: Accountants analyze financial information for various entities and usually work a standard 40-hour week, but many work longer hours, particularly during year-end auditing or tax seasons. Median salary:$54,630.

10. Dental Hygienist: A dental hygienist’s job consists of helping a dentist in their day-to-day work, includingdiagnostic and therapeutic aspects of the practice. An assistant may also be tasked with keeping records andhandling patients. Median salary (dental assistants): $32,380. Source: CNBC.com

It is important for managers, supervisors, and team leaders to lead by example. Employees are moreconfident and productive when they see and hear from their leaders on a regular basis. Taking the lead tomaximize relationships contributes to the success of your team and takes just a few simple steps.

Show Your Pride

· Show pride in your team. Be confident that you have picked a group of winners that have what ittakes to succeed. Be careful not to micromanage. Believe in them. Remind them of their strengthsand why you chose them to be a part of the team.

Share Your Vision

· Share your vision with your team. Let them know your expectations as well as your goals, hopes anddreams for the department. Ask for their feedback about the vision and goals. Also, solicit theirsuggestions on how the team can best achieve them.

Give Regular Feedback

· You are the person who keeps your team motivated and inspired. Provide uplifting encouragementand constructive feedback on a regular basis. Don't wait until formal feedback processes. Spend timewalking around your department, observing, and giving feedback. If your team is dispersed in variouslocations, pick up the phone.

Set The Tone

· Set the tone for conflict management and confronting difficult situations. Don't erupt at your teamover trivial mistakes or disagreements. Remain even-tempered and don't let your emotions get thebetter of you. Constructively resolve conflicts by focusing on the problem, not the person. Discussissues in private if they involve only one or two team members.

Make Introductions

· Always remember to introduce your team. Often a client may come for a meeting with a manager,supervisor, or team leader - you. To continue demonstrating pride in your team and make each teammember feel as they are a part of the team, introduce them to the client if possible. Let the clientknow how each team member contributes. Making introductions such as this will help your teammembers feel included as well as help your client see that you have a strong relationship with yourteam. The client will likely consider this an asset and continue to value their own relationship withyou.

Celebrate

· Some leaders miss the mark when it comes to taking the lead in maximizing relationships becausethey fail to celebrate their team. Don't wait until the huge successes to celebrate your team;celebrate whenever your team hits the mark regardless of how small or large. If your budget is tight,have a celebration luncheon in the office once a month where you highlight the team's successes,celebrate birthdays and other milestones. Remember it doesn't have to be over the top to make ahuge impact. If your team is dispersed, have a monthly team celebration call.

Remember you are the leader and you are ultimately accountable for the actions of your team. You get thecredit when they succeed and take the fall when they fail. Take the lead in maximizing relationships withinyour team and set them up for success.


Career & Workplace Success

Take The Lead In

By Treivor Branch, MSP, CPCTheBranchSolution.com

Relationships

Most business owners wish they could get more time in a day which is impossible. However, a busybusiness owner it is imperative to practice and learn some ways of creating time for the things thatneed to be done, in order to be more productive. Briefly, the steps that one can take include:

1. Set the priorities. It is advisable that at the start of the day, begin by listing all that need to be donein the order of priorities. You need strategize what to do the following day before going to bed; orallyor written though the later is advisable so as to avoid forgetting any of them.

2. Avoid anything that can waste your time. Such things include frequent checking of emails, watchingTV or chatting with friends and other online programs. These are known to take a lot of time and energywhich would otherwise be better channeled towards productive activities.

3. Do not hesitate to ask for assistance if need arises. The notion that women should do everything bythemselves is very wrong. You should not hesitate to ask for help from anyone willing to help for that isthe reason we are not in this world alone. This can be done temporarily hiring someone at times whenthe work is at the peak or someone on a long term basis if there is a continuous flow of substantial workload.

4. You do not need to do everything. You do not have to accept all invitations to participate in manythings as this will wear you down. So do not be afraid to say no as taking too much will prevent you fromachieving the best in what you do. The best way of deciding what you need to turn down is bymaintaining a list of the list of what you would like to do during your free time.

5. Take breaks. Taking rests is important as this enables one to renew energy. This will enableyou to work at a faster rate than just working continuously with no breaks. You can utilize thebreaks to do some physical exercises as this will refresh your mind. Other helpful activitiesinclude meditating and yoga.

As said, where there is a will, there is a way. So busy business owners can in succeed if they organizethemselves, plan their time well and be self disciplined. Many have been successful thus you can alsosucceed as long as you take into consideration the above information.

Corporate Mom Dropouts

CorporateMomDropout.comBy Lucinda Cross


Spotlight

Tameeka Manuel was raised on the unfriendly and undeniablyrough streets of Buffalo, N.Y. In 2004, with three children to

raise, Tameeka and her Husband decided to relocate toGeorgia with hopes of exposing their children to

greater opportunities than they had growing up inBuffalo. Months after moving to Georgia, Tameeka’sHusband unexpectedly abandoned her and thethree children, leaving them in an unfamiliar statewhere they had no friends or family. AlthoughTameeka was only 30 years old she was a strongGod fearing young woman who refused to go backhome as a failure, and more importantly she refuseto raise her children on the streets of Buffalo.Tameeka kept the faith and remained optimistic.With Tameeka being unemployed at the time ofher Husband’s departure, she had to think quickly!Tameeka then set out to make ends meet the bestway she knew how….She used her God given talent

and become a Hairstylist in her new hometown!Tameeka already held a Cosmetology license;

however, the license was for New York State, whichwas not equivalent to a Georgia State License. Noproblem, Tameeka took the state board exam for

Georgia and earned her Cosmetology license monthslater. Within a year’s time in 2005, Tameeka openedher own Beauty Salon on the South Side of Georgia.Tameeka has vowed not to stop at one salon, she iscurrently working on owning a chain of Salon’s bythe name of “The Weave Bar” and will not stop atdreaming it but achieving the dream. The weavebar specializing in more than just hair, offering anail bar, lash bar, make up bar, color bar, etc. Forentertainment, we also offer poetry nights,comedy, karaoke and more!


I Live Online


1. Create a homepage and post your resume online, not just on Job Boards. In this way, any Recruiter withaccess to Google can find it. (Not all Recruiters can afford to pay to access resumes on all the job boards outthere.) If you are paying for Internet access, most likely you are paying for web hosting that you are not using.Here are a few places where you can get free web hosting:

· www.webs.com· www.zymic.com/free-web-hosting· www.xtreemhost.com· www.hosting-engine.tk· www.host-ed.net/order-now.php· www.freehostia.com/free-chocolate.html· www.phpnet.us/index.php?option=com_content&task=view&id=16&Itemid=26· http://www.000webhost.com/39102.html

2. Submit the URL of your resume to Google, Yahoo and Bing. (This will insure that your resume is findable byRecruiters looking to score free resumes and escape the cost of job boards.)

· www.google.com/addurl· http://search.yahoo.com/info/submit.html· http://www.bing.com/webmaster/SubmitSitePage.aspx

3. Update your resume throughout the year as you complete major projects or positive contributions. Do notwait until you engage a recruiter. (This will save you tons of “brain strain” as you try to think what you did allthat time you were working.)

4. Suggest on your online resume that Recruiters use WatchThatPage.com to be notified when you make achange to your online resume. This keeps your resume from just being one in a million resumes inside of theirdatabase as notifications will be sent to their email as you periodically update your work history. (Pretty slick,huh?)

5. Seek out projects that would look good on a resume. (Ask yourself, if I can successfully bring this to pass,would that impress my next employer? Can I join a group in the company that has a solid internal reputation?Can I get involved in a project that might get positive press coverage?)

6. Keep a folder of positive comments from your manager and peers. (This is especially valuable as someManagers are hesitant to praise you on Linkedin as it might encourage requests from employees that theyrather not endorse.)

7. Create a long version of your resume for formal interviews. Include on this longer version positivecomments from managers and co-workers you collected during your tenure with your current (or last)employer.

No matter your vocation, these tips will give you an unfair advantage over your peers. Why? Simply put, mostpeople will not take the time to do it as it is not a quick fix and it takes effort. However, for those who do gothe extra mile, congratulations on your future success.

By JimStroudILiveOnline.com

Just The Facts

So you want to write a book?So does about 80 percent of the United States population

According to a survey:27% would write fiction

28% would write on personal development27% would write history, biography, etc.

20% would do a picture book, cookbook, etc.6 million have ALREADY written a manuscript6 million manuscripts are making the rounds

Out of every 10,000 children’s books, 3 get publishedStudy by Jenkins Group

(www.JenkinsGroup.com)

By Paige Turner

One of the most uncomfortable things to deal with after a layoff is those phone calls and emails frompast colleagues, friends and family where it is evident that they are just fishing for gossip. Unfortunately,there are always some people who will lack sensitivity to your situation.

STEP 1Pre-plan your responses to different situations. Your friend or acquaintance calls out of the blue saying - "Hey, Iheard you got laid off - what happened?". Your response - "Yep, happens to the best of us. I'm moving on. It wasprobably a good thing. I'm focusing on acquiring new skills and targeting some different types of positions. Doyou know anyone I can talk to who currently works in position "X"? BTW, thanks for calling!"

STEP 2Pre-empt gossip from flying around by calling a couple of people who are usually good at spreading the word witha positive spin to your story. Keep your head up high and respond with confidence - you have not changed or lostany value - you just have slightly different circumstances to deal with.

STEP 3Have some different things you can talk about. A lot of people may feel uncomfortable and not know what to sayto you after a layoff. If a neighbor stops by with - "Hi, I see you're home all the time - everything ok?". You maywant to respond with something like "Yes, I'm in active job search mode and also taking the time to plan aneighborhood safety watch. What are your thoughts on that?" Once you focus on something relevant to theother person, the conversation can flow into other directions.

STEP 4From time to time you will overhear comments that will make you feel small such as "Poor thing, I feel so sorryfor him - in this economy..". Do not let this get to you! When you bump into the offending person, use one of yourrehearsed responses and turn the conversation towards other things in both your lives. You will have to be thickskinned but just think that you are moving towards new opportunities and you'll look back on this time as a blipin your life that you dealt with well.

STEP 5Practice a confident smile and posture. Walk into a room where you know you'll face uncomfortable conversationwith a cheery attitude.

STEP 6Always have an exit strategy - a place you need to get to if it gets too uncomfortable. Be proud of yourself forhandling the situation once you've left and move on to whatever you have planned for the day.

Sourcehttp://www.ehow.com/how_5053153_deal-gossip-after-layoff.html


Life After Layoff

Compensation Corner


Many times employees only focus on the base salary an employer offers when decidingwhether or not to accept a position. The need to understand “total compensation” is crucialin making the best employment decision.

There are six basic tools of compensation or remuneration that can add to the value of onestotal compensation .

· a base salary· short-term incentives, or bonuses· long term incentive plans· employee benefits· perquisites or perks· compensation protection (golden parachute)·

In this issue of CM, we will just focus on employeebenefits which might include relocation assistance;medical, prescription, vision and dental plans; health anddependent care flexible spending accounts; retirementbenefit plans (pension, 401(k), 403(b)); group-term life andlong term care insurance plans; legal assistance plans;adoption assistance; child care benefits; transportationbenefits; and possibly other miscellaneous employeediscounts (e.g., movies and theme park tickets, wellnessprograms, discounted shopping, hotels and resorts, and so on).

Other fringe benefits (for example, accident and health plans, and group-term life insurancecoverage up to US$50,000) may be excluded from the employee's gross income and, there-fore, are not subject to federal income tax in the United States. Some function as tax shelters(for example, flexible spending accounts, 401(k)'s, 403(b)'s). Fringe benefits are also thoughtof as the costs of keeping employees other than salary. These benefit rates are typicallycalculated using fixed percentages that vary depending on the employee’s classification andoften change from year to year.

When you take a look at what the employer actually “invests” in an employee by way ofemployee or fringe benefits, you will find your value and actual “pay” has a significantincrease. When you add your base salary + benefits it equals your total compensation. Besure to consider more than just the money and take the time to consider your total compen-sation package before you accept or decline any position.

By Stephanie C. Harper, PHRwww.TheCareerMag.com


Business Basics

If you believe in the law of attraction, as I do, you’ll agree that what you receive is largely based on whatyou send out. If you market heavily, you’ll get more visibility. If you sell more product/service, you’llmake more money. So what is the correlation between relationships…Particularly leaders and teammembers? Can quality leadership attract quality team work? The answer is YES! So how do leadersuse the law of attraction to be more successful?

Simple, exhibit those qualities you want to receive. Building relationships whether you hand pick yourteam or your team is selected for you is as important in leadership as getting the “job” done. Doesn’tmatter whether you’re a project manager, business manager or business owner, you are the catalyst ofthe relationship interactions in your environment.

The law of attraction is based on the concept that “like attracts like”. When I was a kid we always saidit this way: “What goes around, comes around”. To get what you want, you need to send that very thingout so it can come back to you. To get excellent team members you need to be an excellent leader.How do you attract excellent team members or employees who: have values similar to your own?,Grasp concepts quickly? Look into the bigger goal and see the optional paths to achieve it? Share ideas?Communicate well?

To attract your excellent team member or to be an excellent leader you’ll need to “send out” thequalities you want to receive. For example:

Be deliberateAs the Tech Savvy Entrepreneur I definitely believe in using technology to make my life easier butsometimes “low tech” is still the best solution. For example: I setup a Facebook account to keep incontact with a relative on the west coast but after several communications I realized Facebook isgreat for re-connecting but is not the place for relationship development between us. What I reallyneeded to do was take the time to call her and deliberately talk TO her not AT her via Facebook.Giving instruction and sharing information in relationship building are two different types ofcommunication. To receive insightful strategy information from your team you need to be willing toshare the plans.

Be attentiveMultitasking has its place but developing relationships require attention..sometimes undividedattention. When you’re talking face to face, pay attention! Yeah, I know you can type and listen atthe same or channel surf and listen at the same time but don’t. People need to feel heard. If youwant the undivided attention of others, then you will need to be an attentive listener.

If you want your team to work independently, don’t micromanage. You can also use the law ofattraction to deter unwanted results.

By Pamela BurksBurksConsultingGroup.com


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July August 2010 Leadership - Maro Onokpise