How The Creative Group Can Help You Find a Job

How The Creative Group Can Help You Find a JobHow The Creative Group Can Help You Find a JobWhether youve recently graduated from design school, relocated to a new city or are ready for a change in your creative career, you dont have to manage your search for creative jobs alone. The Creative Group is a trusted resource for creative pros who need help finding a job.Your marketing team for creative jobsThe Creative Group recruiters function as your personal marketing team, helping you hone your personal brand, giving you access to advice and training, and networking with local employers and hiring managers to identify the best opportunities for you. In addition to helping you find freelance work, The Creative Group can match you with full-time job opportunities in select markets. Short-term creative jobs often lead to full-time hires. These temporary-to-full-time arrangements allow both you and the employer to be koranvers youre a good fit.SEARCH OUR JOB OPENINGSWays we offer help fin ding a jobIf you need help finding a job - whether its a temporary project or full-time employment - here are a few ways The Creative Group can assist youPersonal interaction - Once youve submitted your resume to The Creative Group, our team determines if it matches the skills and experience the employers we work with are looking for. If so, we connect you with a recruiter in your area who knows the local creative market and can walk you through the process of finding the ideal job.Connections to a wide range of project work - The Creative Group offers help finding a job by connecting you with agencies and in-house creative teams that have a variety of open opportunities. Our recruiters are tapped into your local market and can hunt for the ideal projects that match your talents and interests.Guidance on preparing a resume, cover letter and portfolio - Even if youve already set up an ansprechbar portfolio and created a LinkedIn profile, youll want to be sure your job search mat erials are in tip-top shape. The Creative Group recruiters offer pointers on creating a digital portfolio that stands out.Training for job interviews - Our resource library is full of advice on how to skillfully interview for project work and full-time employment.Free online training - Register with The Creative Group and access thousands of online training courses, including creative and design training programs for Adobe software (InDesign, Photoshop and more), along with sessions that help you develop vital career skills, like marketing strategy and project management.On-the-job support - The Creative Group doesnt just offer you help finding a job. We work with you to give you the tools to help you develop a successful career. Along with sharing regular interviews with top designers and advice on maintaining your creative edge, we provide resources that help you develop leadership skills, make the most of your annual performance review and more.Get started with creative jobs i n your areaCreative skills are in high demand, and opportunities abound for print and interactive designers, copywriters and content developers, marketing managers, and a range of other talented professionals. Let The Creative Group provide help finding a job thats right for you. Tags

Powerful Women Have Powerful Ideas About Flexible Work

Powerful Women Have Powerful Ideas About Flexible WorkPowerful Women Have Powerful Ideas About Flexible WorkIf you want to feel inspired, check out Fortunes latest Most Powerful Womenranking.There youll see 51 women- including 22 CEOs of major U.S. companies- who in total represent a market capitalization of $1.1 trillion.But its easy to forget as you peruse this illustrious list that to get where they are today, ansicht women had to navigate a working world that isnt always flexibility friendly. Lets take a look at what the top three of these female powerhouses have said about how workplace flexibility has influenced their career and leadership decisions.One of my early pivotal assignments was when I was the assistant to ur chairman and vice chairman. I was learning a lot and being exposed to new areas of the business. During this time, I had a young child at home and was pregnant with my daughter. It was a challenge, but if I had decided not to take the job because I was starting a family, I would have missed that invaluable opportunity. I was fortunate to have two senior officers who held me accountable and ensured that I was contributing to the business yet provided the support and flexibility I needed to be a good parent and business partner.Mary Barra, CEO and Chairman, General Motors- Fortune Most Powerful Women ranking 1- quoted in the Wall Street JournalIndra Nooyi said PepsiCo is looking at building a daycare center on the company campus that would provide benefits such as care for sick babies and technology to allow parents to see what their kids are doing during the workday. Employees would need to pay for the service, she said, noting that she thinks the government should offer bigger tax breaks to companies that provide day care. I think we ought to lobby Washington like hell, she said.Indra Nooyi, CEO and Chairman, PepsiCo- Fortune Most Powerful Women ranking 2- quoted in the New York TimesMad Men-style sexism may be behind us, but subtler and ev en subconscious forms of bias still disadvantage women. Some managers, for example, may assume that female employees with children wouldnt want to take on a high demanding assignment- and, consequently, never put their names forward when such opportunities arise. Yet, the Women in the Workplace study found that mothers were 15 percent more interested in rising to the C-suite than women without children were. Leaders should invest in diversity training programs for employees at every level. In my experience, once managers are made aware of hidden biases, most are eager to address them.Marilyn Hewson, CEO, Chairman, and President, Lockheed Martin- FortuneMost Powerful Womenranking 3- quoted on LinkedInWhile one might assume that CEOs and other top female executives dont have to worry about workplace flexibility since they can call their own shots, the words of this impressive trio remind us that no one started out at the top. And lucky for the rest of us, when it comes to setting flex ible work policies, some of our best leaders never forget where they started.And thats a powerful message to remember.Readers, what do you think about these powerful ideas about flexible work from powerful women? Tell us in the comments belowPhotos of Mary Barra courtesy of General Motors, photo of Indra Nooyi courtesy of PepsiCo, and photo of Marilyn Hewson courtesy of Lockheed Martin.

Turbo Expo and Power Energy 2017 Slated for North Carolina Next June

Turbo Expo and Power Energy 2017 Slated for North Carolina Next June Turbo Expo and Power Energy 2017 Slated for North Carolina Next June Turbo Expo and Power & Energy 2017 Slated for North Carolina Next JuneAug. 19, 2016 Abstracts are now being accepted for the 2017 ASME Turbomachinery Technical Conference Exposition (Turbo Expo) and the ASME Power Energy Conference and Exhibition (Power Energy) - two major engineering events the Society will present concurrently next June in Charlotte, N.C. The two conferences, which will be held from June 26 to 30 at the Charlotte Convention Center, will be co-located with the International Conference on Power Engineering (ICOPE). ICOPE addresses fundamental and applied topics in power engineering, and it is co-sponsored by ASME, the Japan Society of Mechanical Engineers and the Chinese Society of Power Engineering.For more than 60 years, ASME Turbo Expo has brought together turbomachinery professionals from around the world to discuss the latest advancements in turbine technology, research and development, and applications. The program for the five-day conference, which will be presented by the ASME Gas Turbine Segment, will feature a keynote panel followed by the annual awards program, two plenary sessions, pre-conference workshops, more than 300 technical sessions, an early career engineer/student mixer and other networking opportunities. Additionally, there will be a variety of joint activities with Power Energy and ICOPE including a welcome reception at the NASCAR Hall of Fame, a Women in Engineering Networking event and Student Poster Competitions.ASMEs IGTI Technical Committees are currently seeking papers to be presented at Turbo Expo 2017. The conferences technical tracks will encompass a wide range of topics, including ceramics coal, biomass and alternative fuels combustion, fuels and emissions controls, diagnostics and instrumentation fans and blowers general and conjugate heat tran sfer manufacturing materials and metallurgy supercritical CO2 power cycles microturbines, turbochargers and small turbomachines design methods and CFD modeling for turbomachinery aircraft engine noise and innovative noise reduction and wind energy. The deadline to submit a paper abstract to the committees is Sept. 12. For more information on paper topics, or to submit an abstract, visit https//www.asme.org/events/turbo-expo/present-publish/call-for-papers. If warranted by review, papers may also be recommended for publication in ASMEs Journal of Turbomachinery or Journal of Engineering for Gas Turbines and Power.ASME Power Energy, which focuses on topics related to power generation and energy sustainability, will include three leading Society conferences the ASME Power Conference, sponsored by the ASME Power Division the ASME Energy Sustainability Conference, sponsored by ASMEs Solar Energy and Advanced Energy Systems Divisions and the ASME Fuel Cell Conference, sponsore d by ASMEs Advanced Energy Systems Division. The event will also feature two special forums the ASME Nuclear Forum and the ASME Energy Storage Forum. Topics to be addressed during the various Power Energy and ICOPE technical sessions will include fuels and combustion, power generation sources, plant equipment, operations and maintenance, plant construction and supply chain management, energy storage, fuel cells, sustainability, and thermal hydraulics and engineering analysis. Organizers of the Power Energy conferences and forums are currently accepting abstracts for papers to be presented at the event and published in the proceedings, as well as abstracts for posters and technical papers that will be presented at the event, but not published in the proceedings. The deadline to submit a paper or poster abstract is Oct. 19. To learn more about the various topics to be covered during ASME Power Energy 2017, or for instructions on how to submit an abstract, visit www.asm e.org/events/power-energy/present-publish/call-for-papers. Turbo Expo 2017 and Power Energy will include a three-day exhibition showcasing leading companies in the international power and energy and turbomachinery industries. For information about sponsor and exhibitor options for Turbo Expo, visit www.asme.org/events/turbo-expo/sponsor-exhibit. To learn about sponsor and exhibitor opportunities at Power Energy, visit www.asme.org/events/power-energy/sponsor-exhibit.For more information on ASME Turbo Expo and ASME Power Energy, visit www.asme.org/events/turbo-expo or www.asme.org/events/power-energy.

6 assumptions you shouldnt make, and 1 you always should

6 assumptions you shouldnt make, and 1 you always should6 assumptions you shouldnt make, and 1 you always shouldIn my seminars on collaborative leadership, I talk about the kind of assumptions that can derail a leaders effectiveness. These include Assuming that everyone on your team knows why the work they are doing is important (they dont unless the tie-in to a bigger goal has been clearly stated and reinforced by frequent example). Assuming that your team knows why a project was successful (they may not be clear about which aspects were due to strategy and which to lucky circumstance). Assuming that your team knows how to fail successfully (they may be mora likely to place blame unless you have a team process to examine set-backs for valuable learning opportunities). Assuming that people know why you came to a particular conclusion (they wont unless you let them in on your thinking process).Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Product ivity, Job Satisfaction, Neuroscience, and more Assuming that everyone on your team feels valued, trusted, and safe (they wont unless you have created an emotionally nurturing work environment). Assuming you have peoples commitment (which is difficult to know unless you ask directly, Are you with me?).But not all assumptions are harmful. In fact, there is one assumption that I advise leaders to always make. You should assume that at least one person didnt understand what you said. Some of the biggest problems in business communication happen because we believe that we are being clear. Were not. At least, not to everyone.Which explains why I was so glad to hear from Bob Berkowitz, a Principal at The Dilenschneider Group, who contacted me with a unique and practical approach to dealing with this issue. He thinks that all of us should become our own translators. Here are a few notes from our conversationCarol Kinsey Goman Becoming a translator is an intriguing concept but what does it mean?Bob Berkowitz Over 90% of our conversations are with ourselves, and we speak our personal language fluently. Therefore, we fool ourselves into believing that everyone understands us in the same way. But, everyone is different in the way they hear and perceive things and take in information. Each has a different level of education and background in the subject matter. Even my wife, who knows me better than any person on earth, sometimes misunderstands me because I didnt do a good job communicating my thoughts to her. If someone who is as close to you as a spouse does not always understand you, imagine how tough it is for others, especially in the business world where often they are strangers. Therefore, you have to constantly translate what you mean and you have to do it in a way that is right for the people you are trying to reach.Goman One thing Ive noticed with many of the leaders I coach is that even when they arent clearly communicating, their staff rarely says, I dont und erstand. Instead, people try to guess what the leader really wants.Berkowitz Right. So your job as a communicator especially if you are a leader is to constantly clarify what you mean. Never take it for granted that your audience understands you. They may be nodding their heads as if they are absorbing your thoughts, they may be taking notes, and they might even be able to feed back to you exactly what you said. All of which means that they heard your words, but not necessarily the intent or meaning of your message. A great interpreter follows up important statements with clarifying phrases such as Heres what I mean by that ?Here are the implications of what Im talking about Heres how I came to this conclusion Let me give you an example of (a story about) what Im saying Heres another way of looking at the situation Goman Of course, putting ideas into simple, jargon-free words also helps, as does the use of metaphor and analogy to tie new concepts into references that are more familiar. But one of my favorite techniques is one I use when there is a lull in the Q A portion after a speech. Ill say Heres a question I am often asked . . . Then I ask and answer my own question. Would you advise this in other situations?Berkowitz Absolutely. Its a highly empathetic way of communicating that goes even further in clarifying your message. When you ask and answer your own questions, you are putting yourself in the place of those you are trying to reach. What do you want them to know? You might even say something likeIf I were in your place, I might be wondering . . . what does this really mean (or how does this change things)?To improve your leadership effectiveness the next time you chair a meeting, try this Assume that someone on your team didnt understand what you just said, and take that extra step to clarify and explain.Any questions? Follow me on Twitter. Check out my website.This article first appeared on Forbes.

The Advantages of Resume Help near Me

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LinkedIn Survey Reveals Obstacles to Career Satisfaction and Success for Women

Citi/LinkedIn Survey Reveals Obstacles to Career Satisfaction and Success for Women The Todays Professional Woman Report, a national survey conducted by Citi and LinkedIn, recently explored what women perceive to be their biggest obstacles to career advancement, success, and satisfaction. Even as the report found that the financial power of women is on the upswing, professional women leise feel unsure of their control over their advancement opportunities and financial futures. Regarding career advancement, the survey found the following obstacles of utmost concern to women Lack of opportunity, time, and loyalty Thirty-eight percent of respondents think they will eventually reach a more senior position in their organizations. For those who dont, the top obstacles are lack of opportunities (41 percent), personal lives (30 percent), and lack of interest in their current company (20 percent). Reluctan ce to ask for a raise Twenty-five percent of professional women asked for a raise over the past 12 months, though 75 percent of those did receive one. Gender-wage gap Breadwinning women still make less than their counterparts making an average of $35,000 more per year than her partner. When a man is the breadwinner, he makes an average of $49,000 more. Mentorship as a non-priority Over half of women lack a mentor, especially those women over 45.Work/life balance and flexibility Most women feel they have work/life balance with 63 percent of respondents reporting having a good sense of balance. Ninety-five percent of women think that having it all is a reachable goal. Women desire more flexibility, particularly with the option of telecommuting. Forty-two percent of respondents want to work from home more frequently with 90 percent of women who work at home at least once per week reporting productivity on par or greater than when they are in the office. Opportunities for promotion decr ease with telecommuting. Twenty-six percent of telecommuting women think they will receive a promotion compared to 40 percent who work solely in an office.Other factors reported to affect the careers of women include unequal pay, office politics, and not being used to their fullest potential. Over half of women worry over their ability to save for retirement followed by concerns about their childrens education and paying off their own student debt. Also, women who work in a full-time office setting are over two times as likely to foresee themselves jumping ship than women who telecommute.