10 Ways To Increase Workplace Safety

10 Ways To Increase Workplace Safety

Safety in the workplace is vital to a well-functioning warehouse or manufacturing environment. Consider the fact that over 4,700 workers were killed on the job in 2020, according to OSHA. Several more injuries than that occur each year, many of which could be prevented.

It’s the law to report all workplace injuries to the Occupational Safety Health Administration. The top injuries typically involve falls, ladders, forklifts, machinery, hazardous energy, electrical work, and respiratory issues. Here are 10 ways employers can encourage and increase workplace safety, ultimately leading to a healthier, safer, and more productive environment.

1. Staff Training

Workers get trained on workplace safety

Perhaps the most influential way employers can achieve fewer injuries and increased workplace safety is through clearer, more accessible, and more thorough training programs for their employees.

No matter how skilled or experienced an employee is in a particular area, such as forklift operation or chemical handling, they should undergo extensive training for all aspects of the job. It’s not enough to think your employees—no matter how smart they are—will always use common sense, points out Entrepreneur, so make sure you outline any techniques they can impart in order to make their job easier and safer.

2. Hire Competent Workers

Employees working in a safe environment

When taking on additional employees within your workplace, make sure you’re only hiring the best of the best. If this means you have to pay them a little bit more, do it.

Hiring someone quickly just because production is busy and you need someone out there now doesn’t mean you should compromise on quality. Hire competent workers and they will reward you with fewer on-the-job accidents.

3. Insist On Safety In The Workplace

Manager goes over workplace safety guidelines

It all starts with you.

If you as the boss enforce the safety rules and regulations and stand behind them 100%, your workers will take the cue from you that they need to put safety first—even in the face of increased production. Your workers will support you if you practice what you preach.

4. Watch What You Reward

Two employees follow workplace safety guidelines

When you reward employees for doing all they can to complete the job on time or even before a deadline, you’re unwittingly promoting a culture of “whatever it takes” mentality.

Consequently, “whatever it takes” usually means compromising safety to increase production, so be clear when you say it’s best to be safe than to produce the highest numbers on the team.

5. Post Signs

Woman follows workplace safety guidelines

Even the most safety-oriented worker can forget sometimes.

Post signs around the warehouse or manufacturing facility that remind everyone of the everyday risks inherent in their jobs and what they should be doing to comply with safety regulations. This can be anything from a “helmet area” sign to a “wash your hands” sign in the employee bathroom.

6. Give Your Workers The Tools And Resources They Need To Be Safe

Manager talks to employees about workplace safety

If you don’t provide the tools your employees need to stay safe in the work environment, such as helmets, steel toe boots, personal lines on safety devices, and even safety glasses, you can’t expect them to take the necessary precautions.

Making these tools accessible immediately will further encourage safety compliance.

7. Continuously Find Ways To Improve

Warehouse manager points out a workplace safety issue

Safety on the job is not a static thing.

There’s always room for improvement, so get in there and brainstorm with your employees to find out ways you can all promote a higher level of safety awareness for all, whether that’s the guys on the machines or the people in the front office who have to walk through the plant daily.

8. Keep A Clean House

Safety professionals clean a workplace

Messy areas breed the potential for falls and other injuries. Make sure your workplace is relatively clean, neat, and dry to boost safety for anyone.

Also, make sure your employees know the value of a clean work space and encourage them to keep it clean. It’s for their own safety.

9. Provide Maintenance On All Machines And Equipment

Workers talk about workplace safety

Properly running machines, tools, and equipment is a recipe for success.

If you don’t keep up with regular maintenance, these items fail to work as intended. This not only decreases efficiency and production because of all the time spent on repairs, but it also puts workers at risk when they use malfunctioning machines.

10. Reward Safety

Two workers following workplace safety guidelines

Rather than reward high production targets that encourage quick work with a dismissive shrug towards safety, reward those workers who have followed all of your safety rules and have provided efficient work consistently.

By putting an emphasis on safety instead of productivity, you’re rewarding the method of achievement rather than the end result.

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This article was originally published at an earlier date.

3 Things You MUST Do Before Your Next Informational Interview

Informational interviews are an essential part of a successful job search. Not sure what you need to do? Marcy Twete, author of You Know Everybody! A Career Girl’s Guide to Building a Network That Works, offers some great tips for nailing your next informational interview.

1. Give Them Some Options

“The good news is, most people will want to help someone new to the business world,” says Twete. “The bad news is, people are busy!”

When you reach out to a potential networking connection, be respectful of his or her time by providing more than just a handful of dates you might be available to meet.

Instead, offer to come to their office or a coffee shop near them, even if it requires a long drive or a train ride on your part. Or ask for a quick 15-minute phone call.

“Someone is much more apt to give you 15 minutes on the phone than an hour in person,” says Twete. “If you come to the table with great questions on that call, they’ll be more likely to want to meet you and mentor you.”

A virtual informational interview is another great option, especially if the company’s employees are remote.

2. Do Your Homework

Woman asks a question during an informational interview

“No one wants to dedicate an hour to a meeting and spend the first 20 minutes talking about things you could learn from a LinkedIn profile,” says Twete.

Come with questions that are pertinent to that individual’s background and be curious about how that relates to your own potential career path.

Not only will it make you feel more confident, but it can give you topic ideas. Twete suggests finding the answers to these questions before you meet with someone:

  • Where did he/she go to school?
  • What does his/her company do?
  • How long has he/she been in his/her position?

“When a college student or recent graduate meets me armed with great questions and it’s clear she has done her research, that’s when I’m ready to open my network and help her grow,” she says.

3. Keep Your Social Media On Point

Professional takes notes during an informational interview

“Your online persona introduces you to anyone you’re meeting well before you do,” says Twete.

In this day and age, you should expect to be googled by employers, recruiters, and other professionals, especially if you’re meeting with them.

Make sure your social media profiles are either private or 100% appropriate for business consumption. The last thing you want to do is show off that infamous picture from Spring Break 2010. Not a good look.

In addition to managing your social media presence, consider creating an online portfolio with a .com in your name. Start a blog. Upload your portfolio. Showcase your personal branding statement. This will help you control your online reputation and make you look super professional.

Nothing can help your job search quite like an informational interview. By following the tips above, your informational interview will surely be a success!

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How To Craft A Compelling Brand Story That Engages & Converts

How To Craft A Compelling Brand Story That Engages & Converts

Almost four decades ago, Apple soared to prominence, airing their iconic “1984” ad during Super Bowl XVIII. Crafted by Chiat/Day and directed by Ridley Scott, the 60-second spot, inspired by George Orwell’s novel 1984, portrayed a dystopian future where crowds of men mindlessly follow the words of a dictator on a television screen disrupted by a defiant British woman.

Amid a turbulent political era, the ad made a powerful statement, subtly targeting American politics and rival IBM. It said, “We’re not just different; we’re revolutionary.” Today, it stands as one of the greatest Super Bowl commercials.

We thrive on storytelling. Why? Stories resonate, forging connections, captivating attention, and evoking emotions that foster meaningful relationships with your brand. As we navigate this storytelling landscape, this article unfolds actionable insights for crafting a compelling brand story that engages and converts.

Why Is This So Important Right Now?

In the dynamic landscape of the past few years, businesses have undergone significant transformations due to factors like the pandemic and market shifts. Amid these changes, it’s striking that many brands have evolved their operations while leaving their messages untouched. This oversight becomes more pronounced as businesses grapple with challenges and changing customer expectations. Moreover, in the current landscape, where recruiting and retaining talent is increasingly challenging, brands recognize the need to address their internal audience—their staff.

Your brand message needs to adapt to attract and have not only customers but top-tier talent. This shift in focus makes it clear that now is the moment to delve into the crucial conversation of crafting compelling brand stories that resonate both externally and internally. This dialogue can be a game changer, influencing how brands communicate their values, culture, and unique offerings.

How Does Your Brand Story Build Loyalty & Trust?

Uber/brand story concept

Can you describe your brand in 20 words or less? More importantly, would you receive a consistent response if you polled everyone in your organization, your customers, and your vendors?

Consider this scenario: An Uber is en route, and you have 20 words to convey who you are, what you do, and why it matters. Could you articulate it within those 20 words before they arrive? We’ve observed varying responses from participants in our boot camp strategy sessions. Divergent answers within your leadership team can signify multiple versions of your brand story, preventing consumers from trusting your brand. This challenge is compounded when there are further discrepancies in how your brand story is portrayed across your website, content, and social media. Such misalignment prevents different consumer trust.

Your brand story is the cornerstone of all marketing efforts. A unified and aligned brand narrative is a solid foundation to guide your endeavors and allocate resources effectively.

Crafting Your Unique Value Proposition Through Storytelling

Storytelling/stories matter concept

Have you wondered what sets your brand apart from the competition? The key lies in emotional connections to our brands. To validate these differentiators, we need evidence. The best approach is to engage with your customers directly to get their perceptions. By probing what distinguishes your brand in the marketplace, you gain invaluable facts and insights, often derived from conversational data. While not always tied to metrics, this qualitative feedback captures the emotions driving consumer decisions. Recognizing that 95% of purchases are emotionally motivated, it’s critical to understand how customers feel about your brand.

External feedback is crucial in substantiating internal perceptions of your brand’s identity and differentiation in the market. It’s important to emphasize that labeling something as a unique value proposition or core value isn’t sufficient; there must be supporting evidence or customer stories. Without such substantiation, it remains an ideal rather than a tangible reality.

Common Storytelling Mistakes & How To Avoid Them

Angry man looks at common storytelling mistakes on his laptop

Unlock the power of impactful storytelling by steering clear of common pitfalls such as:

  • Lack of Authenticity – Avoid positioning yourself as something you’re not. Tropicana’s 2009 redesign was met with confusion and backlash, resulting in a 20% sales drop. It starts with building trust and vulnerability and sharing relatable experiences in your storytelling.
  • Avoid Buzzwords & Jargon – Customers don’t understand industry buzzwords and jargon. Simplify storytelling by removing these terms. Instead, connect emotionally through personal brand stories, experiences, and testimonials.
  • Simplify Stories – Consumers spend less than 20 seconds making a purchase decision. Avoid overloading them with complex messages. If you can’t convey your brand story in 20 words, craft a simple, focused, and consistent narrative for better audience engagement.
  • Not Targeting Your Audience – Tailor brand stories to the customer buying journey and buyer personas. Understand their pain points, challenges, goals, and aspirations to provide compelling, targeted messages and solutions.

How To Tailor Stories For Diverse Demographics & Personas

Diverse group of teens/young adults

Begin by defining your buyer persona—consider demographics, frustrations, goals, motivations, and behaviors. Utilize a template for creating a comprehensive buyer persona. Simultaneously, understand the emotional narratives associated with your products or services. For instance, ordering pizza isn’t just about the food; it’s about ensuring a positive environment for your family and kids.

Identify the emotions linked to experiences with your brand, tying them back to the buyer persona and crafting stories that address specific problems. Additionally, identify obstacles preventing your target audience from choosing your brand, enabling you to tailor compelling narratives.

How Social Media Shapes Business Brand Storytelling

Social media and brand storytelling concept

Reach your customers where they are! You don’t need to cover every platform. Identify where your customers are most active and concentrate your efforts there. Social media can be a powerful tool for sharing brand stories. Sixty-four percent of marketers attribute increased sales to their video use, and 70% say video is the most effective method of converting qualified leads. Putting a face to the story through video creates engaging content, fostering authenticity, trust, and stronger relationships with your customers.

To refine your brand storytelling, consider these actionable tips. First, dedicate time with your team to reassess your brand story. What is it today, and has it evolved? What messages are you conveying to your customers, and have their needs shifted? Investing time in this process will yield long-term benefits. Secondly, pose the same questions to your customers. Conduct surveys and gather feedback on their perceptions. With this information, you can craft a compelling brand story that captivates and resonates, driving engagement and conversions.

For more brand marketing insights, follow John Gamades and Lisa Perry. For a step-by-step guide on developing a brand strategy, check out How to Develop a Brand Strategy by Lisa Perry.

This article was written by Lisa Perry and John Gamades.

10 Ways To Increase Workplace Safety

How To Answer Interview Questions About How You Handle Criticism

Criticism comes with the territory in any job—and in life. So in your job interview, the hiring manager will probably ask how you handle it.

It may come in the form of a behavioral interview question such as, “Describe a time when your work was criticized and how you handled it.” Your answer—the story you choose and how you talk about it—will tell them a lot about your character and how you perform under pressure.

The truth is that in order to be successful, we all need to be open to criticism. If you aren’t, then you aren’t coachable. You won’t be open to learning things that make you better than you were before. And if you can’t do that, then you won’t grow and you’ll never become as accomplished or as valuable as you could be in your career.

Ask Yourself, “Am I Coachable?”

Hiring manager asks a job candidate about how he handles criticism in an interview

The question we all need to ask ourselves is, “Am I coachable?” Our ability to take criticism and learn from it is crucial to our success. If you don’t take criticism well and always become defensive, eventually people will stop trying. That may feel nicer, but ultimately it hurts you. If your boss can’t communicate with you and help you become better at your job, eventually they’ll just cut you loose.

No one is perfect. We can all learn and improve. Everyone can be corrected or coached to a new place. We’ll be better and stronger because of it.

How To Answer Interview Questions About How You Handle Criticism

What does a good criticism response story sound like?

If you’re asked about how you handle criticism in a job interview, your response should sound like this:

  1. Tell them about a time someone told you how you could do some task differently or better.
  2. Talk about how you responded and what you did after receiving the criticism (how you did that task better).
  3. Mention what the results were.

This structure fits the STAR technique (situation or task, action you took, and results). Many times, job seekers miss telling about the results of the story (what happened as a result of the action you took), and this is one of the most important parts.

At Work It Daily, our version of the STAR technique is called the “Experience + Learn = Grow” model, and it actually works better in job interviews because the STAR technique is overused and it’s easy to forget the “results,” how you “grew” from the experience.

As with all of your job interview answers, be strategic. Don’t choose a problem that someone criticized you about that is a central component of your job—for instance, an accountant who was criticized for her sloppy math would be a bad story to tell, no matter how much she improved. Choose something that is a side component. Maybe the accountant was weak in communication skills with colleagues but took a class and made an effort and now works collaboratively on six team projects per year. Whatever it is, talk about how you responded and how you became better, and give evidence of that.

Hiring managers will always ask about adversity of one kind or another in interviews, so be prepared to talk about a few of these types of topics. Remember: It’s all about how you frame your criticism story!

Give interview answers that sell you for the job. Find more than 200 job-winning answers in How to Answer Interview Questions and How to Answer Interview Questions II, available on Amazon.

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This article was originally published at an earlier date.

Personal Development Goals Leading To Lifelong Learning

Personal Development Goals Leading To Lifelong Learning

You should make time to continually grow both professionally and personally because there will always be “life lessons” creating setbacks, challenges, and learning opportunities. Be intentional and constantly improve your knowledge and skills which start with knowing what you’re doing today (understanding your strengths and weaknesses), and what you want to do tomorrow and in the future.

You’ll encounter various scenarios including:

1. Did you start a new role at a new company? Or are you working towards a transfer, promotion, or other future career advancement opportunity?

2. Do you want to work on your intelligence quotient (IQ) such as problem-solving or emotional quotient (EQ) such as empathy?

3. Do you want to develop other life and/or career success skills such as improving verbal/written communication skills or learning a programming language like Python, Java, or C++?

4. Do you have a goal to get a degree or certification such as:

  • Cardiopulmonary Resuscitation (CPR),
  • Certified Information Systems Security Professional (CISSP),
  • Certified Nursing Assistant (CNA),
  • Certified Public Accountant (CPA), or
  • Project Management Professional (PMP)?

5. Do you need continuing professional education (CPE) credits for a certification, are you in an industry with constant regulatory changes, or just want to keep current with best practices?

6. Are you interested in learning a new skill like playing chess, swimming, playing a musical instrument, or even doing Tai Chi? Do you remember the effort to learn how to drive?

Key To Lifelong Learning

Lifelong learning concept

You and the world are continually changing so the key is to develop a growth mindset of lifelong learning. Stephen Covey said, “The key to success is dedication to lifelong learning.” Create a personal development plan (PDP) for both professional and personal development. Set a goal and then start working towards it. When you achieve a goal, it can provide a sense of fulfillment boosting your self-confidence and even making you feel more energized. Once you’ve achieved the first goal, you’re poised to take on the next goal, the next, and the next. This can help you become more confident to adapt and overcome the next obstacle you’re faced with.

There are multiple options to learn including reading books/articles, watching videos/podcasts, going to webinars/workshops, or taking formal education courses. It may take some time to acquire certain skills and knowledge so be persistent. For example, if you’re trying to learn to speak French, you’ll need to take several lessons (and practice a lot) before you’re proficient.

Everyone learns differently so recognize how you learn best and seek out training resources that work better for you. Some would rather read materials on their own while others would prefer web-based or instructor-led training. Many organizations have a training department that offers specific professional development opportunities, including online, virtual, or in-person classes. Organizations might have “lunch and learn” sessions, a structured management trainee program, or internships. Outside the organization, you can seek knowledge at professional association meetings, industry conferences, or online courses like LinkedIn Learning or Udemy.

On the personal side, challenge yourself to learn something new or pursue a new hobby. In addition to some of the learning options mentioned above, there may be an app for that—Calm, Duolingo, or Yousician (to play an instrument). If you want to learn to swim, you can take lessons at your local pool. Consider learning something together with a friend, which will make it more fun. For example, having an “exercise buddy” can make it easier for both of you to commit to those early morning Zumba classes.

Supporting Employees’ PDPs

Inspirational/motivational quote about personal growth and development

As a leader, it’s important to encourage and support your employees. Help each employee create a custom PDP based on what they’re interested in. Give them the tools that they need to thrive and succeed. This is a great coaching/mentoring opportunity so periodically check in to see how they’re doing. When you invest in the employee’s personal development, they are more likely to be and stay excited for what’s next.

For more information about the importance of personal development goals leading to lifelong learning, follow me on LinkedIn!

The Biggest Mistake Job Seekers Make In Final Round Interviews (That Costs Them The Job!)

The Biggest Mistake Job Seekers Make In Final Round Interviews (That Costs Them The Job!)

The interview process can take weeks to get through, and when you finally get to the final interview, you want to do everything in your power to ace it so you’re the one they choose for the job. However, most job seekers don’t know they’re making a huge mistake in final interviews that could cost them the job offer.

In your first round of interviews, you’re usually talking with a recruiter. You’re doing a phone screen and they’re just trying to figure out if you have the skills to move forward. Then you start to go through an interview, maybe two, where you’re meeting with hiring managers and other people who would be your peers, and that’s when they’re whittling down a half-dozen candidates to the final two or three.

Then, it’s the final interview. From coaching my clients, I’ve discovered that those who make it to the final interview and don’t get the job are pulling back in that last interview.

#1 Mistake: Pulling Back (And What To Do Instead)

In the final interview, you know it’s crunch time. And these clients of mine are emotionally aware and want to convey humility in the interview process. They don’t want to brag. They don’t want to be a narcissist. They don’t want to be cocky. They don’t want to oversell themselves and look desperate. So in an effort not to overdo it in that final interview, they sort of pull back. They don’t want to oversell themselves or say something that isn’t true.

The problem is, in the first interviews, they had more confidence. They conveyed more confidence. So all of a sudden in the final interview, when you’re trying to be more technically accurate with what you say, you actually start to look like you’re backing off, that you’re not as secure about yourself.

While I don’t want you to go in and be that cocky, over-the-top person, you do have to make sure that you deliver consistency with what you’ve been conveying throughout the entire interview process.

Now, how do you do that?

As a career coach, I teach my clients how to answer questions with a beginning, a middle, and an end. I also call it the “Experience + Learn = Grow” model. This is the best way to avoid pulling back in final interviews. It’s also better (and far easier) than the STAR method, which people overuse and recruiters can spot a mile away because it feels canned.

With the “Experience + Learn = Grow” model, your answers sound authentic and you provide enough detail without overdoing it. That shows hiring managers you know what you’re talking about and you will feel comfortable because you are telling them the truth.

This model works, and it’s the final round interview where you want to nail things like your behavioral questions, those open-ended questions where you need this beginning, middle, and end storytelling format so that you give the right amount of detail, and you get the job.

For all of you out there who have ever made it to the final round and thought, “I don’t want to overkill it,” and then you didn’t get the job, it’s probably because you pulled back too much and looked like you weren’t as sure of yourself. You fix it with “Experience + Learn = Grow.” That’s the way to do it.

Good luck, and go get ’em!

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Decoding DE&I: How Candidates Can Assess Inclusion In Workplaces

Decoding DE&I: How Candidates Can Assess Inclusion In Workplaces

In today’s dynamic landscape, diversity, equity, and inclusion (DE&I) have become more than buzzwords. They’re intertwined into the constitution of successful organizations, fostering innovation, driving productivity, and, perhaps most importantly, attracting top talent. But for job seekers, navigating the nuances of company culture and assessing its genuine commitment to DE&I can be tricky.

Therefore, how can the candidates confidently step into an interview and try to assess a company’s DE&I commitment but also amplify their own contribution to an inclusive environment? Here are some key lessons I’ve gained throughout my career:

1. Do Your Research

Serious woman on laptop researches a company's DE&I

Before the interview, delve deeper than the company website. Look for news articles, social media posts, and employee testimonials that paint a picture of the company’s DE&I initiatives. Are there leadership development programs specifically for underrepresented groups? Actively search for evidence of their commitment beyond statements.

2. Ask The Right Questions

Man asks about DE&I in a job interview

Don’t be afraid to ask questions, and, especially, don’t shy away from directly addressing DE&I. Prepare beforehand and skip the generic, “Are you an equal opportunity employer?” Ask about specific policies, programs, and metrics they use to track progress on DE&I. Inquire about their approach to unconscious bias training and their commitment to creating a psychologically safe space for all employees. Use the data you gather to your advantage during the interview process.

3. Observe The Interview Panel

Man looks at hiring managers during a panel interview

Pay attention to the composition of the interview panel. Does it reflect the company’s stated commitment to diversity? If the panel is homogenous, it might be a red flag. However, remember that a diverse panel doesn’t automatically guarantee an inclusive culture. Look for genuine interaction and respect among the interviewers, regardless of their backgrounds.

4. Trust Your Gut

Woman thinks about the company's DE&I during a job interview

Pay attention to the overall tone of the interview. Do you feel comfortable expressing your opinion? Are you being listened to with respect? Are the interviewers genuinely interested in your unique value proposition? While a single interview can’t give you a complete picture, your intuition can be a valuable tool in assessing the company’s DE&I landscape.

Assessing a company’s DE&I is about seeking an environment where you can thrive, contribute your authentic self, and feel valued for your unique perspective. By doing your research, asking the right questions, and sharing your own story, you can not only gauge a company’s commitment to DE&I but also amplify your own contribution to creating a more inclusive workplace for everyone.

We must always strive to build a future where every voice is heard, every talent is valued, and every individual has the opportunity to reach their full potential.

10 Traits Of An Outstanding Medical Assistant

10 Traits Of An Outstanding Medical Assistant

If you’re looking to be a medical assistant, you probably love the idea of helping people. You likely have great interest in health and wellness. Although many people focus on doctors and nurses when thinking about healthcare, medical assistants play a key role in the field.

Consider these 12 essential traits of a medical assistant to see whether this position would be a good fit for you.

1. Communication Skills

Medical assistant talks to a patient

You must be able to translate medical lingo into layman’s terms for the patient. For example, if a doctor tells you to report the results of a specific test to a patient, you must be able to paraphrase the doctor’s words using language that the patient will understand.

2. Outgoing

Medical assistant and nurse take care of a patient

You need to be proactive when meeting new people, and you must be able to interact professionally with people throughout the day. For example, you may go into a patient’s room to deliver medication. You will need to introduce yourself and see how that patient is doing. Next, you may need to take a phone call, and then communicate with a new doctor in the hallway. This may be difficult for more withdrawn people.

3. Good Listener

Medical assistant listens to a patient on the phone

Listening is essential in the medical field. Throughout the day, you will need to listen carefully to the needs and concerns of several patients. Nurses and doctors will give you detailed instructions to follow, and you will need to remember all of these things to ensure that no essential detail is forgotten.

4. Compassionate

Compassionate medical assistant with a patient

When patients are experiencing pain, be there to comfort and support them. Even though you may have several patients suffering all at once, you need to go into each room with the attitude that your whole focus is solely on the patient in that room.

5. Nonjudgmental

Medical assistant writes down some notes while talking to a patient

You must never gossip or hold negative feelings towards those who practice a different lifestyle than you do. For example, you have to be professional and caring whether you are treating a victim of drunk driving or the drunk driver. You are in this profession to heal, not to harm, and certainly not to judge.

6. Self-Controlled

Medical assistant talks to a doctor

Dealing with death and undesirable test results on a daily basis, a medical office can be an emotional place. Especially when patients blame you for their problems, it may be easy to get angry, upset, or frustrated. As a medical assistant, however, you need to have the self-control to maintain a professional composure no matter what you face.

7. Organized

Medical assistant takes notes during a work meeting

Consider a day in which you will need to take care of multiple patients, fill out the necessary paperwork, and communicate with several other people. All of these tasks need to be done at a certain time of the day, and no one can be forgotten. This is a typical day as a medical assistant. Multitasking and efficient organization are key.

8. Adaptable

Medical assistant listens to doctors

You need to be able to bounce back and forth between patient interaction and administrative tasks. You also need to be able to treat all of your patients precisely how they will feel most comfortable. Thus, you must have an adaptable personality.

9. Problem Solver

Medical assistant stays organized at work

You will face patient questions and insurance problems every day. When a supervisor cannot be found, you may have to address difficult issues on your own. Solving problems without making excuses is essential to your work.

10. Follows Directions

Medical assistant listens and takes notes during a meeting

There is no room for disobeying or forgetting the instructions of doctors and nurses. Everything that you do is under their authority. Even if a doctor prescribes a treatment with which you personally disagree, you must follow those instructions.

As you can see, getting a medical assistant associate degree isn’t everything. You also need to possess or develop characteristics that will complement what you learned in school. If you don’t have all of these traits yet, you can get there. You do have the power within you to make all of these traits your own and become a great medical assistant.

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This article was originally published at an earlier date.

Annual Career Checkup: Your New Year In View

Annual Career Checkup: Your New Year In View

It’s time for your annual career checkup! What changes do you want to make in your work life next year? Do you want a new job or a promotion? Do you want to keep doing the same things work-wise but with a new employer? Do you want to change career directions altogether? Are you happy where you are but want to boost your performance?

Regardless of your career situation, the new year offers you a clean slate. If you’re a goal-driven person, then you probably set performance targets for yourself at work and in your personal life. Now that the new year is here, it’s time to set your career goals for the next 12 months.

Remember to keep your goals SMART (specific, measurable, achievable, relevant, and time-bound).

What To Consider As You Set Your Career Goals For The New Year

Man on laptop thinks about his career goals for the next year

Relationships

Armed with a list of the most critical relationships in your work life, set a goal for each. What’s the one action you can take that will sustain or improve each relationship?

Past Goals

Are you carrying forward any of last year’s goals into this year? If so, make a note of them. In addition, jot down the primary goals you would like to achieve in your career this year. Are you aiming to land a new job or a promotion by a certain date? Or are you planning to clarify your career next steps or explore a new industry?

Career Trajectory

What title, employer type, and industry would you like to be in by the end of this year? Aim high and dream big, and then work backward to detail the path you will need to take to achieve this trajectory.

Personal Brand

Which elements of your personal brand would you like to refine and capitalize on more this year? How will you do this? What types of projects, assignments, and roles will enable you to develop your personal brand at work?

Career Values

What are the top three career values you would like to honor most throughout this next year?

Career Passions

What are the top three career passions you would like to express throughout the coming year?

Career Gifts/Talents

What are the top two career gifts or talents you would like to use this year?

Industry Trends

Which industry trends are most likely to impact your career in the coming year? What specific actions can you take in the next 12 months to make those impacts as positive as possible? What can you do to mitigate any potential negative impacts?

Personal and Professional Development

What new personal or work-related skills do you plan to develop this year? What formal or informal training will you complete? Remember that once you officially enroll in a class or program, you can add it to your resume and LinkedIn profile—just make sure you clarify that you are enrolled and have not yet completed it. Once you’ve completed the class or program, you can note this completion on your resume or LinkedIn profile as well.

Achievements

What achievement opportunities exist for you in your current role this year? Are there projects or initiatives that you think will enable you to solve a problem, improve sales, innovate, or help the company achieve shared goals?

Achieving Your Career Goals

Woman takes notes and writes down career goals she wants to achieve

Once your plan is crafted, put legs under it by tying your goals and plans to specific dates in your planner. Break larger annual goals into small weekly chunks and make sure you access support for each goal you set.

  • Who can assist you in achieving each goal?
  • What information or resources do you need to pursue these goals?
  • What new skills or success habits must you put in place to realize these goals?
  • What changes or adaptations will you have to make, and how will you go about executing those?
  • What barriers to accomplishing these goals are in your way or could arise? How will you overcome these barriers?

Put your career plan in a form that feels right to you. Store it where you will see it often (preferably daily) and schedule monthly reviews of your plan. Each month when you reread it, make a note of your progress, successes, and problems. Get help when you need it—don’t wait until the year is nearly over to admit that you need support to achieve a goal. Most of all, though, have fun with your goals. Resolutions are supposed to bring us joy!

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This article was originally published at an earlier date.

Risk Resilience: Building A Future With Confidence

Risk Resilience: Building A Future With Confidence

In today’s ever-evolving business landscape, risk management has taken center stage. The ability to navigate uncertainties and mitigate potential adversities is not just good practice; it’s the essence of building a future with unwavering confidence.

This article will delve into the intricate world of risk resilience, exploring key facets, including defining risk, identifying crucial risks, establishing risk tolerance, documenting a company’s risk appetite, communicating effectively, and implementing a dynamic risk management strategy.

Defining Risk

Risk concept

A “risk” is a potential event or circumstance that could lead to adverse consequences, such as harm, loss, damage, or a negative impact on an individual, organization, project, or system. To build resilience, one must first grasp the concept of risk in all its complexity.

Identifying Key Risks And Risk Tolerance

Investments/risk concept

Risk resilience begins with identifying the lurking dragons in your business landscape. It requires meticulously examining internal and external factors that threaten your organization’s stability. However, merely identifying risks is not enough; you must also define your risk tolerance. How much uncertainty can your organization stomach on its path to success? Defining this tolerance level sets the stage for informed decision-making in risk management.

Documenting A Company’s Risk Appetite

Risk concept

Your risk appetite isn’t just a concept; it’s a guiding principle. Proving it is akin to putting your organization’s risk compass in writing. This clarity aids in fostering a risk-conscious culture throughout the company, aligning all stakeholders with the company’s risk-taking philosophy.

Communicating Risk To Stakeholders

Man jumps/leaps across a cliff, risk concept

Transparency isn’t a buzzword; it’s the cornerstone of effective risk management. It would be best to share your organization’s risk exposure, mitigation strategies, and potential consequences of risks to all stakeholders. Whether it’s shareholders, clients, suppliers, or regulators, transparency builds trust and enables informed decision-making.

Implementing A Risk Management Strategy

Risk management concept

Crafting a risk management strategy is akin to architecting a fortress against uncertainty. This strategy should encompass proactive risk mitigation measures, contingency plans, and an ongoing evaluation process. It’s not static; it should adapt and evolve as risks and the business environment change.

Taking Action, Monitoring, And Testing

Woman monitors risk on her laptop

Your risk management narrative isn’t a one-time epic; it’s an ongoing saga. Taking action, monitoring, and testing your risk strategy is the sequel that keeps the story alive. Vigilance, adaptability, and agility are your allies in this journey. Be prepared to pivot when necessary, and always be ready to rewrite the next chapter in your risk resilience story.

In conclusion, risk resilience is not merely about surviving adversity; it’s about thriving amidst uncertainty. It’s a craft that demands a profound understanding of risk, apparent risk tolerance, transparent communication, and an ever-evolving risk management strategy. Your organization’s future should not be a gamble but a confident stride into the unknown. You craft a story of resilience by taking deliberate actions, continuously monitoring, and rigorously testing your risk strategy. In this story, challenges are not threats but opportunities for growth and success. Risk is the catalyst of progress in business, and when managed astutely, it becomes your competitive advantage.

Assess Your Risk Landscape: Take a closer look at your organization’s risk landscape. Identify the key risks that could impact your business and prioritize them based on potential impact and likelihood.

How to Get a Job in Employee Benefits Law

How to Get a Job in Employee Benefits Law

If you are studying to get a law degree, you probably want to become a lawyer. However, if being an attorney doesn’t interest you, there is a lot more you can do with your degree. Depending on the type of degree you get, you can start a career in tax law, politics, mediation, or estate […]

The post <strong>How to Get a Job in Employee Benefits Law</strong> appeared first on Jobacle.com.

3 Stories You Need To Share In 2024 To Impress Recruiters & Hiring Managers

3 Stories You Need To Share In 2024 To Impress Recruiters & Hiring Managers

If you want to get a job in 2024, you need to be ready to share three stories with every hiring manager and recruiter you meet. These three stories will help recruiters and hiring managers fall in love with you, and this is also how you make a stronger first impression.

Storytelling in general is important, but it can be particularly powerful in the hiring process. When you go into an interview, you need to be able to tell concise stories so that they can validate your knowledge and expertise.

These three stories help them learn more about the complete you…

1. Why You Want To Work For This Company

This story needs to be based on your connection to the employer. They don’t want to hear that you love their benefits package or that you heard they pay well. They want to hear why you love their product or service and why you’re a huge fan of the customers they serve.

Somehow you need to tell a connection story that gets them to understand your intrinsic motivation, which is just a fancy term for what will get you out of bed every day and want to work for this company. What do you believe in? They can’t teach you intrinsic motivation. There are so many candidates out there who look the same that you need to have this really great connection story because that’s what gets them to choose you.

2. Why You Love To Create The Value That You Do

Man answers the interview question "describe yourself in one word"

Now, the second story you need to have on the ready is why you nerd out on the work that you do and why you love to create the value that you do on the job. Your unique value add (UVA) is how you save a company money, make a company money, solve problems, and alleviate pain. They don’t pay you just for the heck of it. You need to create value.

When you can talk about why you love doing the work that you do and how you nerd out on it, you’re showing them once again what’s going to get you out of bed every day. You’re self-motivated to create that value, exceed expectations, be resourceful, and think outside the box. Again, they have all these candidates to choose from. They want the employee who is going to be like that. So, this second story is very powerful.

3. The Most Exciting Or Positive Thing That Happened In Your Career In The Last Year

Woman answers a question during a virtual job interview

The third story is the one I love the most right now, which is what’s the most exciting or positive thing that happened in your career in the last year? You want to share this story with recruiters and hiring managers because they need to know that you are constantly looking at your career and assessing what’s happened to you so that you can learn and grow from it.

When you can recognize that the things that happened to you were very powerful and positive, they know that you’re a powerful and positive person who is always striving to learn and grow. And it’s also just a great feel-good story that can articulate a lot about you.

So, let’s recap.

The three stories you need to share are…

  1. Why you want to work for the company (sharing your connection to the company).
  2. Why you nerd out on the work that you do (showing your resourcefulness).
  3. The greatest thing that happened to you in your career in the last year (showing your positivity and power).

You could type these up right now and have them ready for an interview. Or you could even go so far as to put them in a cover letter. But the one that will go much farther is video.

There is a way for you to record these three stories and rerecord them until their perfect. Then, you can take these three stories, put them in what’s called a reel, and send them off as a URL to recruiters and hiring managers. That’s when they’ll fall in love with you. That’s when they will see that you are the kind of person that is more than just the experience. You are the full package, and it will elevate your first impression because video is the new first interview. Video is the new phone screen. So why not take full control, record these three stories, put them in a reel, and send them off?

You can do this by using a new phone app that I love called the McCoy app. This lets you do all of the above so that you can elevate first impressions, make better connections, and get those recruiters and hiring managers responding to you before everybody else.

Job search is a game. To be competitive right now, you need to do things differently. And using video to tell these three stories is a game changer. So I hope you’ll check out the McCoy app. But more importantly, please get your three stories ready to go. They are what will differentiate you in this very competitive job market so that you can get the job you want and deserve.

Good luck, and go get ’em!

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