TheGlobeAndMail.com February 18 2014 02:15:00 PMThe Globe And Mail
has a great piece today about how to ask questions in interviews, from both the interviewer and candidate's perspectives. It's taken from the book Find Out Anything from Anyone, Anytime
by James O. Pyle and Maryann Karinch (Career Press, January 2014).
--------- From job interviews to the corner office, bad questions pollute the air. Bad questions often prompt incomplete or misleading answers and can undermine rapport. On the other hand, good questions are a valuable tool of rapport-building.
In a job interview, both the interviewer and the candidate need to be mindful of the value of good questions and how to ask them.
There are six types of good questions: direct, control, repeat, and non-pertinent. To describe them briefly: Direct
– You pose a simple question with a basic interrogative. Control
– You already know the answer to it when you ask it. It’s a way of finding out whether or not the person is lying, uninformed, and/or not paying attention. Repeat
– You ask two different questions that are after the same information. Persistent
– You ask the same question in different ways to explore all facets of the desired information. Summary
– You ask a question that is intended to allow the source an opportunity to revisit the answer. Non-pertinent
– It doesn’t pertain to the subject you really want to know about, but it’s one the person will probably not lie about; it serves the purpose of seeing what the truth “looks like” and getting the person to open up to you. It can also tie into the context of the questioning exchange.
Let’s look at each kind of question in more detail. DIRECT
Direct questions are the best: One interrogative, one verb, and one noun or pronoun.
- Who reports directly to the CEO?
- What would you see as an outstanding accomplishment for someone holding this position?
- When was this position created?
- Where would I be travelling?
- Why did the company start de-emphasizing the original product line?
- How much does the position currently pay?
Control questions are deliberate questions you know the answer to, so they are not about discovery of information. They are about discovery of behaviour, patterns of speech, and level of truthfulness or accuracy.
Perhaps it’s something you talked about before with the person. If you know from someone else in the company that the position you’re applying for has an established salary range, you might ask, “What is the company offering as a starting salary?” You already have a good sense of the information; you just want to find out if the interviewer seems inclined to engage you in negotiation. REPEAT
You want to come at the same information in two different ways. For example, if you asked, “How many people are on the sales force?” the person you’re speaking with might respond: “There are 22 in the field.” Later on, when you’re talking with him about something different – areas where the company has a foothold, for example – you might ask, “How many sales regions do you have?” He might respond, “22,” which is a way of confirming the number of personnel on the sales force. It’s not an absolute test, but it gives value and credence to what he said before. They are two different questions that cross-check the information provided.
In using repeat questions, you may also uncover discrepancies. If your source in this example responds that there are 28 sales regions, you would want some clarification. Maybe there’s a perfectly good reason – the sales force normally has a complement of 28, but there has been so much turnover lately, that they are six short – but the response does give rise to doubt the fact that there is a mismatch between the number of personnel and the number of sales territories. That mismatch must lead to further questioning to resolve the issue. PERSISTENT
In any exchange in which more than one answer might be given to a question, use persistent questioning to get a complete answer. Like repeat questions, persistent questions are also useful if you suspect that the person is not being truthful.
“Where did your business trips to Asia take you?” might elicit the answer, “Taipei.” Although it’s possible that Taipei is the only place, it’s logical to follow that question with, “Where else?” Bypassing that repeat question and going straight to questions about Taipei means that you miss the opportunity to get a complete picture of the person’s business trips unless that information happens to leak out at some other time. SUMMARY
Summary questions aren’t about determining veracity as much as feeding back to the source what she has said so she has the opportunity to think, “Did I actually say what I meant to say?”
You might begin a summary question by framing it with, “So let me see if I got this right…”
Some people may not be comfortable asking a summary question because they don’t want to look simple-minded or inattentive. If you ask the question exactly the same way you asked it the first time, then that might be a valid conclusion. You also don’t want to ask the same question two times in a row even if you do change the phrasing. By putting some distance between the first time you pose the question and the second, and rephrasing the question slightly, you should simply come across as someone who’s really interested in what the other person has to say. NON-PERTINENT
Let’s look at a tense interview situation from two perspectives – the interviewer’s and the candidate’s – to see how a non-pertinent question could be useful.
As the interviewer, you might detect that the person answering your questions seems stressed; a non-pertinent question could mitigate the tension.
In asking pointed questions such as, “What project did you undertake in the past that failed?” and “How did you try to fix the problem?” you can easily make a job candidate feel as though he’s in the middle of a battlefield interrogation. The candidate might say, “I tried to address the problem by rallying the department around a common goal – the way I get my son’s hockey team to focus on hitting the puck.” You can give the candidate a break by asking, “How long have you coached hockey?” before you return to the discussion of his screw-up and how he attempted to fix it.
The bottom line is this: Use questions like a handshake. They help you build rapport and learn about the other person.
staffingindustry.com February 18 2014 01:30:17 PM
The Staffing Industry Analysts
that temporary staffing year-over-year aggregate revenue growth remained strong in December, despite a slowdown to 10 percent from 14 percent between October and December, according to the latest Pulse Survey Report by Staffing Industry Analysts. The percentage of firms reporting positive year-over-year growth edged down to 76 percent from 79 percent.
“The Pulse Survey results confirm that the temporary staffing sector ended 2013 on a strong note, with double-digit year-over-year December revenue growth reported in a number of segments,” said Research Associate Ziv Tepman.
Information technology staffing year-over-year growth has continued its acceleration since August, and allied health continued rebounding from the muted year-over-year growth seen in September, according to the report. Direct hire year-over-year growth decelerated to its 2013 low.
This month’s Pulse Survey Report includes new features such as:
- Data on bill rate trends
- Data split by U.S. regions
- New easy-to-read tables with a snapshot of year-over-year and month-over-month revenue growth for the most recent month
Pulse Survey results are based on a monthly survey of staffing firms. January’s survey included data submitted by individuals from 97 staffing companies.
The full Staffing Industry Analysts
Pulse Survey Report is available to firms that take part in the survey. To take the February Pulse Survey, click here
- See the full article HERE
business2community.com January 31 2014 06:15:00 AM
has a wonder Infographic guide on searching for a job using social media
to check it out!
workforce.com January 30 2014 04:24:07 PM
The original article at workforce.com
can be found HERE
There is no shortage of views when it comes to health care reform’s effect on the job market. Some experts predict dramatic dips in full-time jobs as employers try to sidestep certain legal mandates while others see increased demand for workers in health care, information technology, finance and other professions needed to support the vast numbers of newly insured.
The Affordable Care Act of 2010 — and its requirement that companies with more than 50 full-time employees provide affordable health care coverage or pay penalties — has led many critics to predict the widespread elimination of full-time jobs for part-time positions. Others see opportunities for new businesses and growth in certain professions.
But given that the mandate doesn’t take effect until 2015, it’s hard to know what lies ahead, according to John Challenger, CEO of Challenger, Gray & Christmas Inc., a Chicago-based outplacement firm.
“We don’t really know yet what the ACA’s impact will be on jobs, but we do know that it means a sea change in the way companies do business,” he said. “For the health care industry, there will be a large amount of work that will be flowing in their doors, and there will be new kinds of companies and services emerging. It’s the perfect time for a new kind of experts to come in and offer support. When there is a sea change, there are also lots of opportunities.”
Challenger points to dramatic changes in medical billing and the demand for information technology workers. He predicts that the need to integrate data, like insurance claims and patient records, across the health care system will likely create new opportunities in IT. Under the ACA, insurers will pay doctors and hospitals based on the quality and outcomes of the care they provide, and that will require the integration of tremendous amounts of data.
Benefits consultants are also likely to see an uptick in demand for their services as employers navigate the new world of health care reform, he said.
One industry that is bracing for record growth as 2015 approaches is the human resources outsourcing industry.
For Rob Wilson, president of Employco USA Inc., an HR outsourcing firm based in Westmont, Illinois, 2013 was a banner year.
“We’re up 30 percent in 2013 from 2012 in terms of the number of employees we serve and revenue. And in 2012 we’re up 14 percent from 2011,” he said. “As much as everyone doesn’t like Obamacare, it’s been good for our business and our industry.”
Employco, which serves 20,000 employees, according to Wilson, helps clients comply with the ACA, in addition to handling the day-to-day aspects of HR.
The temporary staffing industry is also expecting to see a spike as a result of the ACA as workers see temp jobs as a viable alternative to full-time work now that they can purchase health insurance through the public exchanges, according to a recent study by Randstad Holding, the global recruiting firm.
The law “may effectively remove a traditional barrier to choosing a temporary career path, drawing unprecedented numbers to the industry,” the report reads. According to the study, 33 percent of workers surveyed said they are more likely to pursue a career as a contingent worker if they had access to affordable health insurance provided under the ACA.
“We haven’t seen a huge uptick yet, but that’s our hope and that’s what we’ve been hearing from employers,” said Leigh Dobbs, director of compensation and benefits at Randstad. “When it comes to reform, it’s still a wait and see situation.”
jobs.aol.com January 17 2014 10:35:33 AM
AOL contributor Bill Hartnett reports on six online newsletters that can assist job hunters in their search. These resources land in your inbox and offer everything from company profiles to career advice, life hacks to personal branding, leadership skills to self improvement.
Hartnett notes that Richard N. Bolles' What Color is Your Parachute
has long defined the genre of job search guides, and is still available and updated every year. And while it's now available as a digital book or an iPad app, it doesn't serve the same function as a daily or weekly electronic newsletter -- a void the following six sites are happy to fill.
Here are Hartnett's favorites:
As the article notes: "These are just a few of the many great resources out there. What are you waiting for? Make sure to sign up for a few newsletters. Remember, you can always unsubscribe. Please list some of YOUR favorites in comments.
And if you don't already have What Color is Your Parachute? it might no longer be the only guide to job search, but it is well worth the investment as a critical tool in your job search strategy."
reuters.com January 17 2014 10:27:14 AMReuters reporter Zachary Karabell reports on the future of U.S manufacturing and moves to stem job losses. The original article can be found HERE ------------
Few topics have been more fraught than the fate of U.S. manufacturing. The sharp loss of manufacturing jobs since 2008 has triggered legitimate concern that America's best days may have passed.
Even as recent leading indicators suggest more economic momentum, job growth remains at best sluggish and manufacturing has seen only marginal gains - having shed more than two million jobs in 2008-2009, and millions more since the peak in the late 1970s. Manufacturing accounted for slightly less than 20 million jobs at the peak in 1979. Now it's barely 11 million.
The picture is even bleaker considering the population, since the labor force is considerably larger today. This has led to a widespread conviction that the core of the potent U.S. economy is being hollowed out.
So it is not surprising that Washington's latest highly-touted initiative seeks to rejuvenate American manufacturing and restore lost jobs. President Barack Obama unveiled an initiative Wednesday in North Carolina designed to foster high-tech manufacturing for the long term.
With money from the Energy Department, the Raleigh-Durham area - already home to several leading universities that are part of what is called a research hub - will develop an innovation institute to foster high-tech manufacturing, such as semiconductors. The promise is that such manufacturing and its attendant jobs are vital to competing in today's global economy. Though the administration can fund a number of these without Congress acting, the White House has called on the legislature to pass funding for an additional 45 such centers around the country.
The assertion that the United States, or any nation, requires continued investment in the technologies that will drive future production is indisputable. On that score, at least, the Obama White House is fighting the proverbial good fight.
The contention, however, that these technologies and the factories that harness them for production will be sources of well-paid, solidly middle-class jobs, is flawed. In our political debates, we maintain the comforting fiction that a manufacturing revival can and will go hand-in-hand with a jobs revival. Yet, as Obama's initiative shows, the two can be - and increasingly are - uncoupled.
The issue is not the hollowing-out of manufacturing as defined by less production. Yes, many less expensive, simpler products are now made more cheaply elsewhere and are unlikely to be made in the United States anytime soon - even with the "on-shoring" of manufacturing. Though China ceases to be the place of low-cost production, Vietnam, the Philippines and who knows where else (even Mexico) will be more attractive for apparel, furniture, electronics and anything plastic for a long time to come.
The high-end production that these new U.S. innovation hubs seek to promote is indeed in demand around the world. It is something where, as yet, China and other low-cost manufacturing centers have not excelled. This is why China actually imports considerable billions of higher-end equipment - particularly from Japan and Germany. So it is true that the United States could have a competitive advantage, especially given the plethora of research universities and the wealth of highly-educated talent that can be used for just this type of production.
But all this is not the same as a job creator for a workforce of at least 120 million and counting in nation of more than 320 million people. These high-tech factories might employ hundreds of people in conjunction with industrial robots, using sophisticated software systems for design and production. These factory workers bear little resemblance to the 1950s line workers doing rote tasks. They are more like Silicon Valley engineers or lab technicians. These are high-skill jobs - and not nearly as plentiful as the factory jobs of the past.
That is, of course, no reason to dismiss the importance of cultivating these centers. Promising that they will be job engines, however, is dicey at best, and disingenuous at worst.
Even hundreds of centers of innovation that focus on 3D printing, bespoke semiconductors and technology-laden products will not spell a revival of the manufacturing workforce commensurate with what many hope or expect.
It is instead likely, even with the reinvigoration of American manufacturing, that job creation is almost non-existent. It is likely as well that output as measured by gross domestic product goes up along with the revival - without producing a job renaissance.
Again, this is not an argument against these endeavors. They will indeed generate income and revenue and enhance productivity in the U.S. They will not, however, solve the conundrum of our structural unemployment challenges.
Over time, of course, as more people develop the skills required for this new wave of manufacturing, it is possible that the economic system overall generates a next wave of prosperity. Education and innovations, tethered to products, ideas, services and even entertainment, has no clear limit to growth.
In the interim, however, a generation ill-prepared for that change is likely to continue to struggle mightily.
So we should embrace these endeavors, absolutely. But we should do so with a clear sense of what they can do long-term and what they cannot do in the short term. They cannot bring back lost jobs or industries. They also cannot solve the employment challenges for millions who have been displaced over the past few decades.
Obama's plan can solve those for the next generation - but not for portions of an older generation now adrift. We should not fool ourselves about what can be done.
A lost generation may require years of support before the next is ready to carry the weight of the future. This is only a negative, however, if we pretend that an easy fix is on the horizon.
FoxBusiness.com January 6 2014 11:47:02 AM
Similar to 2013, employers are projected to remain cautious with their hiring plans in the new year, research shows.
A new study from CareerBuilder
revealed that 24 percent of companies expect to add full-time, permanent employees in 2014, down 2 percentage points from 2013. Like their larger counterparts, small businesses are also staying cautious as they assess market potential in the year ahead, with just 19 percent of those businesses with fewer than 50 employees planning to hire in 2014.
Employers point to the debt issues in Washington as a reason for their drop in hiring. Nearly a quarter of the businesses surveyed said they will hire at a slower rate or will not expand headcount at all until the debt ceiling issue is resolved in the first quarter.
"What we saw in our survey was reluctance from some employers to commit to adding jobs until the outcomes of debt negotiations and other issues affecting economic expansion are clearer," said Matt Ferguson, CEO of CareerBuilder
. "As these stories play out and employers find their footing in the new year, there is greater potential for the average monthly job creation in 2014 to exceed that of 2013."
For those companies that are planning to add new staff, sales and technology positions are the jobs they will be trying to fill most. The research shows that 30 percent of hiring managers plan to recruit full-time, permanent employees for sales positions, while 29 percent will do the same for information technology jobs.
Other positions that are expected to garner attention from hiring managers include customer service, production, administrative, engineering, marketing and business development. CareerBuilder
points to several hiring trends that employers and job seekers should be watching for in 2014, including:
- Part-time hiring on the rise: 17 percent of employers expect to recruit part-time workers over the next 12 months, up 3 percentage points over last year. While various factors will influence this trend, 12 percent of all employers stated that they will likely hire more part-time workers in 2014 due to the Affordable Care Act.
- More companies "onshoring" jobs: One of the most popular imports of the new year just may be previously lost jobs. Twenty-three percent of companies who offshore jobs said they brought some of those jobs back to the U.S. in 2013; 26 percent plan to do so in 2014.
- Skills gap widening: Half of human resource managers surveyed said they currently have positions for which they can't find qualified candidates. Forty-six percent said these positions go unfilled for three months or longer.
- Companies building the perfect employee instead of waiting for one: In light of the skills gap, 49 percent of employers plan to train people who don't have experience in their industry or field and hire them in 2014, up 10 percentage points over last year. Twenty-six percent of employers are sending current employees back to school to get an advanced degree – and picking up all or part of the cost.
- Companies looking for recruits in high schools: More companies are connecting with future generations of workers to establish a pipeline of job candidates. Twenty-seven percent of hiring managers have promoted careers at their firms to high school students or, in some cases, even younger; 25 percent plan to do so in 2014.
The study was based on surveys of 2,201 hiring managers and human resource professionals.
Read the original article HERE
LA Times December 20 2013 08:45:39 AMThe LA Times reports on Monday, Dec 16 that the slow but steady improvement in employment and income numbers is set to continue in 2014 at perhaps an even greater pace
---------- The nation's economic outlook has vastly improved in recent weeks with signs of stronger job growth, bigger gains in personal incomes and an improving housing market.
WASHINGTON — After six years of a gloomy recession and shaky recovery, the U.S. economy looks poised to regain its glow next year with stronger job growth, bigger income gains for more people and a resurgence of homeowners moving up into new digs.
The overall economic outlook for the U.S. has improved sharply in recent weeks amid a string of surprisingly robust economic data: Businesses have stepped up hiring, new factory orders from abroad are at a two-year high and consumers have been flocking to car lots and restaurants.
State and local governments that not long ago were in massive retrenchment are spending more too.
"We could see the unemployment rate down to 6% this time next year," said Robert Kleinhenz, chief economist for the Los Angeles County Economic Development Corp.
That would be a full percentage point below the current rate and, in some analysts' views, close to full employment.
Some experts say economic growth could be even stronger next year now that the House has approved the bipartisan two-year budget deal.
Not only would the agreement undo most of the sequestration spending cuts in the short term, it would lower a major confidence hurdle for businesses, some of which complained that they have been hamstrung by the federal government's repeated budget standoffs and partisan warring.
"If that is dealt with, that goes a long way toward reducing uncertainty," said David Hannah, chief executive of Reliance Steel & Aluminum Co. in Los Angeles.
Even before the budget deal, Hannah was preparing for a marked step-up in business next year — and more aggressive hiring to add to his company's worldwide workforce of about 14,000.
Hannah said Reliance's orders accelerated in the second half of this year, which usually happens in the first half. He said the company got a good boost from the buoyant auto industry as well as its other mainline customers: aircraft makers, oil and gas firms and electronics companies.
Reliance's biggest source of revenue, nonresidential construction, has been lagging since the recession, but Hannah sees more demand next year as increased home-building creates the need for more supermarkets, doctors' offices and other commercial and industrial development.
"We are looking for 2014 to be a better year overall in both sales and profits than 2013," he said.
All in all, many economists now see economic growth climbing to a solid 3% next year, a significant improvement from the 2% average annual pace that the economy has been stuck on for the last 4 1/2 years.
An acceleration to 3% would probably push up U.S. job growth to 250,000 a month on average, from a monthly average of 190,000 over the last 12 months, Kleinhenz said.
At that pace, the nation would recover all the jobs lost in the recession by the end of 2014. And it would push down the jobless rate closer to the 5.5% to 6% range that some now see as the potential long-term unemployment rate.
Global competition and the increasing role played by computers and other advanced technologies have reduced the need for mid-level workers with no special skills, which has forced some economists to rethink their old assumption that full employment meant no more than 4% or 5% joblessness.... Continue at LATimes.com
Cool Age December 12 2013 08:30:00 AM
Over at Cool Age
, Jini Gopinath gives some good advice on recognizing work stress and suggesting various ways to deal with it. The original article can be found HERE
Stress could arise in different fronts of life. It could arise because of problems in the family, in the society or in the workplace. Stress in your workplace, or in other words, job stress is very common now. Different kinds of jobs vary in their levels of stress. Some jobs are physically challenging, while others are more psychologically challenging. Medical professionals and traffic police were considered to have the toughest jobs based on their work profile, while the job of a teacher was considered to induce less stress. However in recent times, with increasing competition, constant deadlines and work pressure job stress has become one of the major causes for psychological breakdown or burn out across all types of jobs.
The first step in managing stress is to realize that you are stressed:
- Are you falling ill too often?
- Do you get headaches or other physical pains often?
- Do you feel on the edge all the time?
- Do you feel that you are not satisfied with your work?
- Are you getting angry for trivial reasons?
- Do you find it difficult to sleep?
- Do you find it difficult to concentrate?
- Are you restless?
If the answer to any of these questions is 'yes', it is likely that you are stressed.
The next step is to try to do something to lessen stress
- Plan. Planning the day out, making a to-do list, prioritizing and organizing goes a long way in managing workplace stress.
- Take only what you can. If you plan, you will have a clear idea on whether you can take up anything more. If you can't, wait till some work clears up before taking up something new.
- Do not procrastinate. Do what you have to do NOW. Things kept for later will only pile up.
- Have friends at your workplace. Not everyone is a competitor. Have somebody to whom you can share your problems.
- Take breaks at your work place and use these breaks to relax, you mind cannot keep working at full potential all the time. It needs breaks to muster energy.
- It would be ideal to work only when you are in your workplace. If not, take as little work as possible home.
- Go for vacations, if possible, if not, take some time off from work.
- Eat well, sleep well and do some exercise. Your body also needs attention.
- If possible, do some relaxation exercises like yoga or meditation, or just deep breathing.
- If you find it too difficult to manage, seek professional help, which is available now in many workplaces.
Job stress is best dealt with if realized and worked on early. Try to enjoy your work rather than waiting for it to be the cause for problems by stressing yourself out.
To share your thoughts and questions, write to Jini Gopinath at [email protected]
PayScale.com December 11 2013 09:15:53 AM
From Dec 10, 2013 story at PayScale.com --------------------------------- Nelson Mandela was a man of great courage, wisdom, and love, and he never let adversity get the best of him. We’ll take a look at five of Nelson Mandela’s most inspiring quotes to help you realign your career focus and humbly continue down the road to success.
During his life, Nelson Mandela fought tirelessly to erase apartheid, inequalities, and disease in South Africa, where he was known as “the father of the nation,” even being imprisoned for 27 years in his native country for his passionate activism. Upon his release, Mandela was not bitter or angry for his time spent in prison; instead he was gracious to all that had helped fight for his release through mass peace marches and rallies. On December 5, 2013, Nelson Mandela passed away, but he bequeathed us all his incredible wisdom and valor with the legacy he left behind. 1. “There is no passion to be found playing small – in settling for a life that is less than the one you are capable of living.”
This quote is a great reminder to never settle for less in life. You cannot live a fulfilled life or career if you’re going after mediocre dreams – dream big! Some of the greatest business leaders of our time agree that work stops being “work” when you find joy in what you do, and that happens not when you decide to stay in a dead-end career, but when you follow your dreams. 2. “Education is the most powerful weapon which you can use to change the world.”
Learning shouldn’t stop after college, regardless of what field you pursue. “Still water becomes contaminated and harmful for use. Continuous flowing water keeps it fresh and pure,” explains IT Knowledge Exchange. Continuous learning is vital to keeping the mind stimulated and useful, so find subjects that interest you and read. Technology, specifically the Internet, has put education at the fingertips of people around the world. For example, Khan Academy is an online not-for-profit organization that offers a “free world-class education for anyone anywhere.” Users (or “students”) can sign up for a free account and begin their online training courses in a wide variety of fields, such as mathematics, science, computer programming, and so much more. Prevent premature brain atrophy by finding ways to acquire new, stimulating knowledge regularly. 3. “I learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear.”
In life and career, you will, most likely, face great adversity at some point in time – and that’s when you need to really dig deep and overcome such hurdles. Just as Nelson Mandela never gave up on his family, friends, or himself during his time of imprisonment for doing what was just and fair, you should never give up on your lifelong aspirations when the going gets tough. Breakthroughs usually happen when you are just about to give up, so stick to your guns and find the strength to persevere. 4. “Everyone can rise above their circumstances and achieve success if they are dedicated to and passionate about what they do.”
Passion knows no bounds, and rightfully so. Many people let their fervor die out because life gets the best of them, but those that are able to “rise above their circumstances and achieve success” are the ones who reap the benefits in the end. In hindsight, it seems as if successful people were given a stroke of good luck or genius that the rest of us just weren’t fortunate to have. However, if you look at their pasts, you’ll see that they, too, faced much adversity throughout their journeys – the only difference is that they chose to overcome it. Therefore, stay “hungry” in life and you shall overcome challenges, too. 5. “The greatest glory in living lies not in never falling, but in rising every time we fall.”
Take Donald Trump, for instance: he had a wildly successful career that ended in a very public and humiliating bankruptcy – but did he let that stop him? Nope. In fact, he turned his misfortunes into the fuel that he needed to build an even bigger empire than before. And, like the old Japanese proverb reminds us, “Fall seven times, stand up eight.” Navigate through your career with the mentality that, no matter how many times you “fall” or get “knocked down,” it’s adamant that you dust yourself off and continue forward on your path.
It goes without saying that Nelson Mandela was and is one of the greatest men to have ever lived and loved – and we all can learn a thing or two from his compassion and selflessness. As a working professional, it’s easy to get bogged down by the stress and exhaustion that comes from your career. However, take this time to take a step back, humble yourself with Mandela’s words of wisdom, and re-align your focus in life because, “It always seems impossible until it is done.” So, go do it!
Read the original story HERE