Maysoon Zayid: Advocacy With Humor

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Maysoon Zahid on stage speaking to an audience

By Brady Rhoades

What do you see when you look at Carol Burnett? How about Rosie O’Donnell or Margaret Cho? As for Maysoon Zayid, an actress who’s butted up against thousands of closed doors, she saw beauty. The beauty of opportunity.

“I realized that comedy was my way into Hollywood,” said Zayid, a stand-up comedian set to debut her new television series, Can Can. “I lucked out because I’m funny.”

Zayid galloped after her acting dream once she earned her degree in theater from Arizona State University … but it was a rocky start.

“I realized very quickly that casting directors were not taking me seriously because of my disability, cerebral palsy,” said Mansoon, in an interview with DIVERSEability Magazine. “I also became acutely aware of the fact that I didn’t see people who looked like me, a multiple minority, on TV.”

Born and raised in Cliffside, New Jersey, Zayid is of Palestinian descent.

She’s done plenty of comedic work, including starring in Stand Up: Muslim-American Comics Come of Age. She’s also appeared in films, most prominently in Adam Sandler’s You Don’t Mess with the Zohan.

As an advocate for equal rights for people with disabilities, she’s a shot in the arm to others who continue to face closed doors.

“People who have CP or other disabilities have often thanked me for being shameless about my shaking,” Zayid said. “Parents of kids with disabilities who are not disabled themselves tend to be inspired by how influential my father was in my life. They say it gives them hope that if they, too, are a good parent their child will thrive. People who feared disability seem relieved to be able to laugh about it while learning to be more inclusive. Some people just laugh because it’s funny. They are not learning, they are not inspired, and that is totally fine by me.”

ABC agreed to pick up Can Can last year—Zayid is still waiting for the word on when it will air.

Serena Williams and Maysoon Zayid at the Pennsylvania Conference for Women 2018 in Philadelphia.
Serena Williams and Maysoon Zayid at the Pennsylvania Conference for Women 2018 in Philadelphia. MARLA AUFMUTH/GETTY IMAGES

“I am creator writer, star and producer on Can Can,” she said. “I definitely don’t want to direct myself. It is a comedy series that revolves around a woman who happens to have CP balancing work, family and relationships. That’s all I can tell you for now. Stay tuned!”

You might learn a lot by watching Can Can, or you might learn nothing at all but simply laugh out loud. Either way, Zayid will be pleased.

“I’m here to make people laugh, not to preach. If they learn to be better people in the process, that’s great, too,” the 45-year-old comedian said.

Zayid started her acting career spending two years on the popular soap opera As the World Turns, and she has also made guest appearances on Law & Order, NBC Nightly News and ABC’s 20/20.

During her early acting experiences, she found both her disability and her ethnicity repeatedly limiting her advancement. Zayid then turned to stand-up and began appearing at New York’s top clubs, including Carolines on Broadway, Gotham Comedy Club, and Stand Up NY, where she tackled some serious topics, such as terrorism and the Israeli-Palestinian conflict.

She co-founded the New York Arab-American Comedy Festival in 2003 with comedian Dean Obeidallah. Held annually in New York City, the festival showcases Arab-American comics, actors, playwrights and filmmakers.

In late 2006, Zayid debuted her one-woman show, Little American Whore, at Los Angeles’ Comedy Central Stage; it was produced and directed by Kathy Najimy. In 2008, the show’s screenplay was chosen for the Sundance Screenwriters Lab. Production began with Maysoon as the lead in the fall of 2009.

Zayid usually tours by herself or as a special guest on the Axis of Evil Comedy Tour. She also co-hosts the radio show Fann Majnoon (Arabic for “crazy art”) with Obeidallah.

Zayid performs onstage during Ms. Foundation for Women Comedy Night
Comedian Maysoon Zayid performs onstage during Ms. Foundation for Women’s 23rd Comedy Night at Carolines On Broadway. ASTRID STAWIARZ/GETTY IMAGES FOR MS. FOUNDATION FOR WOMEN

Zayid can be seen in the 2013 documentary, The Muslims Are Coming!, which follows a group of Muslim-American stand-up comedians touring the United States in an effort to counter Islamophobia. The documentary also features various celebrities such as Jon Stewart, David Cross, Janeane Garofalo and Rachel Maddow.

Cerebral palsy is extremely difficult, even torturous, so how does one make it funny?

Here’s Zayid in one of her stand-up routines, talking about getting passed over for the part of—can you guess?—a person with cerebral palsy.

“I went racing to the head of the theater department, crying hysterically like someone shot my cat, to ask her why, and she said it was because they didn’t think I could do the stunts,” Zayid said, with a quizzical, comical look. “I said, ‘Excuse me, if I can’t do the stunts than neither can the character!’”

Welcome to Zayid’s world, where one’s misfortune can be funny. It’s okay.

Audiences probably feel for her—“It’s exhausting,” she says of the constant shaking. But soon enough, they’re laughing from the gut up as they become more familiar—and following Maysoon’s lead, more comfortable—with her condition.

That’s key. Her shows have a family feel. Out of decency, respect and, yes, fear, folks do not laugh about a disability until they’re given permission to by an insider.

Here’s how Zayid-the-insider introduced herself at one show in San Francisco: “I don’t want anyone in this room to feel bad for me,” she said, scanning the crowd with her trademark goofy gaze. “Because at some point in your life, you’ve dreamt of being disabled. Come on a journey with me: It’s Christmas Eve. You’re at the mall. You’re driving around in circles looking for parking, and what do you see? Sixteen empty handicapped spaces. And you’re like, ‘God, can’t I just be a little disabled?’”

Of people with disabilities, Zayid says, “We are not happy snowflake angel babies. We grow up, have relationships, experience a range of emotions, and deal with things like chronic pain. Not everybody in the disability community wants to be ‘cured.’ We can have multiple disabilities and also be multiple minorities. Disability intersects with every community.”

She points out that about 20 percent of Americans have a disability. “Disability doesn’t discriminate—you can become part of this group at any time,” she said. “We are 20 percent of the population, and disability rights are human rights.”

So, if you haven’t already, put Can Can on your radar as a must-see show. It’s possible you might learn a little something, but one thing is sure—you’ll definitely laugh.

Source: DIVERSEability Magazine

Make the Most of Your Meetings!

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profeesional woman speaking to staff in a conference room

Typical managers spend nearly 40 percent of their work hours in meetings, not to mention the time spent preparing (and recuperating).

A survey of business leaders showed:

-33 percent of time spent in meetings is unproductive.

-75 percent of the respondents said it is “almost essential” to have an agenda, yet they use them only 50 percent of the time.

-Only 64 percent of meetings achieve their intended outcome.

A disciplined approach to making the most of meeting time will help to maximize team effectiveness.

Set an objective:

Answer these three questions.

What, ultimately, do I want to achieve by this meeting?

What, specifically, has to be accomplished by the end of this meeting?

When the meeting is over, how will I know whether the meeting was a success?

Use your answers to define your meeting’s objective. Then make participants aware of the objective up front. Make sure the key people attend are the key people and are the ones with the knowledge and experience needed to accomplish the meeting’s objective.

Arrange for the proper facility: Little things (how the room is arranged, the room temperature, or whether there’s coffee or not) can make a tremendous difference in the success of a meeting.

Write an agenda There are numerous ways to accomplish this task. Have a planning committee set the agenda, or send out a pre-meeting survey asking people to list one to three topics they want to discuss. When writing an agenda, put the most important items at the beginning. The agenda should be distributed far enough in advance so participants can adequately prepare for the meeting. The agenda should state the date, location, start, and finish time, topics to be covered, the expected outcome (information only, discussion, or decision).

Make the Most of Your Meetings Advice for achieving successful business meetings time allotted to each topic. Studies show that productivity decreases sharply after about an hour and a half of meeting.

If you must have a long meeting, provide adequate breaks.

Keep the meeting on track Consider using a facilitator or getting a team member to serve as timekeeper. If a facilitator is not used, the meeting leader is responsible for keeping the meeting on course and adjourning on time. You could also assign meeting roles to facilitate progress such as chairperson, note taker, timekeeper, or observer.

You might also allow the participants to suggest agreements for the meeting before the meeting begins, like those listed below.

– One person speaks at a time
– No side conversations
– Everyone participates
– Listen as an ally
– Set time frames and stick to them
– se a consensus decision-making model

If, as the leader, you notice that only a few are contributing, you can direct a question to others, such as “What do you think about . . .?” Should discussion stray from the agenda, you should ask, “Is this subject relevant?” and have the group determine if it should be added to the agenda or saved for a future meeting.

Summarize the meeting In closing, the leader should summarize the group’s accomplishments, review action items (including who, what, and when) and, thank everyone for their participation. The summary of the meeting should be appropriately documented and distributed to team members and key stakeholders.

Reprinted with permission: The Lindenberger Group, LLC.

First-time leaders need to stick to these 4 truths to succeed

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confident businesswoman with laptop at desk in office

Congratulations! You have just been promoted to a leadership role in your company. You have aspired to be a manager and leader throughout your career, and you have finally achieved it. Now, here’s the bad news.

Research conducted by CEB shows that 60% of all new managers fail within the first 24 months of their new position. And the main reason they fail is that they were not trained properly on how to manage other people and be an effective leader in the first place. You don’t want to add yourself to that statistic, do you?

As a first-time manager, your job is to focus on building trust, engagement, and culture within your team of direct reports. Effective management is about a lot of other things, too, but at the end of the day, culture and the way people work with each other on your watch is what has to come first. The people you work with have to trust you and believe in the culture you are building before they can believe in and ultimately execute the strategy you are giving them.

In my own career, the people I looked up to the most or learned the most from were individuals who cultivated that sense of trust. They engaged with me, and other team members, on a personal level. They welcomed a direct connection. And they took it upon themselves to get to know me and see me as more than just someone they were managing.

This past year, I took on a new role within SAP as head of Partner and Small and Mid-Size Business (SMB) Marketing. I am responsible for a team of 100 people across four or five levels within the organization, spread across four continents.

After reflecting on what I appreciated most about my own managers, I wanted my new team to know I was always available for a one-on-one chat, whether the conversation was work-related or not. My belief, and what I have learned from my managers before me, is that in order to build trust if someone on your team needs to talk, that relationship needs to be a priority.

Once you have trust as your foundation, you can begin helping your team adopt these four things necessary for them to be successful.

Show (don’t just “tell”) people how to have an urgency for change

Companies that succeeded in the past oftentimes struggle to find their next big leap forward.

I have been at SAP for 14 years, and I have witnessed moments (just like any other company) where new strategies and changes are adopted immediately and effectively and other moments where new strategies and changes are forgotten and tossed by the wayside. When changes don’t get implemented, it is not necessarily because they are more difficult to execute. It is often because the environment, the team, is not prepared in order to internalize that change.

In a metaphor, “change” is sort of like planting a tree.

First, you have to prepare the ground (your team’s culture), so that it has the best chance of growing and flourishing the way you would like it. Second, you have to show people how and why the changes you are proposing matter. People need to see and understand for themselves the long-term impact—not just be given a task with minimal visibility of the larger strategy. And third, you as the manager need to make each and every person involved see how they fit into the bigger picture. Human beings need to know why their part matters, and how their individual efforts impact the efforts of the group.

What tends to happen instead is new leaders take a seed, throw it onto rocky ground, and say, “Here’s our new strategy.” They offer minimal explanation into how or why it matters. They don’t help people see how their individual efforts matter. And then they get frustrated when nobody feels a sense of urgency to implement the changes into their daily responsibilities.

You have to put people first, always

The only asset we truly have is our people. Our people are who keep the company moving forward, our people are who keep our customers and partners engaged, and our people are who collectively create the entire energy and culture of the organization. This means it’s my job, and the job of all the other managers, to ensure our people feel happy, motivated, and like they’re making an impact. It’s our job to make sure they don’t feel like they are being lost in the shuffle of the company’s fast-moving environment.

Celebrate as a team. If one person or a small group of people accomplishes something, allow everyone to be part of that milestone. This will make the success more meaningful for those involved and stand as motivation for everyone else.

Support the efforts that don’t succeed. When team members go outside the scope of what is “normal,” try their hand at something new, and fail, their courage to be wrong is the quality that should be highlighted—not the failure itself. It’s the Thomas Edison principle. Your team might fail nine times out of ten, but that 10th time, you all may invent the light bulb together.

Hold people accountable by acknowledging their intentions. At the end of the day, people are human beings. Sometimes, we’re wrong. The manager’s job then is to create a space where being wrong is okay—but to also hold people accountable to ensure the idea was given its best effort.

Create a culture of openness and sharing

Oftentimes, the best ideas will come from your team—not you.

As a manager, you have to be the one to set the bar higher for your team. I’m not just talking about the goals team members set for themselves, but how they go about achieving them in the first place. Effective leadership is not just about “knowing the answer” but being able to facilitate conversations in a way that allows the best ideas and “answers” to unfold on their own. Every project and initiative your team takes on, ask yourself, “Have I raised the bar enough? Did we go beyond what was expected, and do something we can be proud of?” The more your team can lift itself because of the culture you have built and the expectations you have set, the less you will have to continually do it for them.

Unfortunately, a lot of first-time managers (and even seasoned managers) don’t allow their teams to achieve their full potential, because they get wrapped up in their egos.

They feel like unless they are the ones to come up with the idea, they aren’t going to have a job anymore. Or, they need to feel like they’re running the show and being seen as the leader, instead of taking a step back and letting the best idea (from whomever) emerge on its own. They say they want to collaborate but, in reality, they want to be the center of attention. As a result, the team reciprocates and feels like their efforts don’t really matter. They learn to just sit back and accept things as they are, instead of helping push the bar higher and uphold the team’s standard for excellence.

As a manager, your number one job is not to be the smartest person in the room. Your job is to essentially organize the room, and make sure the right people are working on the right things, together. From there, your job becomes about having an open mind, listening, and deciding who needs who else in order to be most successful.

Continue on to Fast Company to read the complete article.

Demi Lovato Will Sing National Anthem at Super Bowl LIV

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Demi Lovato on stage singing

Demi Lovato will sing the National Anthem before kickoff at Super Bowl LIV, taking place at Hard Rock Stadium in Miami on February 2nd.

The news comes shortly after she was announced as a performer for the 62nd Grammy Awards on January 26th.

The singer confirmed the news on Instagram, writing, “Singing the National Anthem at #SBLIV 🏈 🏈 🏈 See you in Miami 🌴 @NFL.”

The National Anthem will be broadcast around the world as part of the Super Bowl’s pregame show. Past National Anthem performers include Whitney Houston, the Dixie Chicks, Beyoncé, Lady Gaga, Billy Joel, Diana Ross, Gladys Knight, Mariah Carey, the Backstreet Boys, Pink, Alicia Keys and Idina Menzel.

Christine Sun Kim will sing the National Anthem in American Sign Language on behalf of the National Association of the Deaf (NAD).

The NFL and Fox previously announced that Jennifer Lopez and Shakira will be the halftime performers for Super Bowl LIV.

Continue on to MSN to read the complete article.

Hot job! Taco Bell offers $100,000 salaries and paid sick time

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woman restaurant manager with clipboard inspecting kitchen

Wanted: Restaurant manager. Competitive salary: $100,000.

The six-figure sum is not being offered at a haute cuisine location with culinary accolades, but rather at fast-food chain Taco Bell. In the increasingly tight U.S. labor market, the company is betting a higher salary will help it attract workers and keep them on the team.

The Yum Brands Inc.-owned chain announced Thursday that it will test the higher salary in select restaurants in the Midwest and Northeast. It will also try a new role for employees who want leadership experience but don’t want to be in the management position. Current salaries for general managers at company-owned Taco Bell restaurants are between $50,000 and $80,000, according to the company.

Workers at company-owned Taco Bell restaurants nationwide will be offered at least 24 hours of paid sick time per year, the company also announced. According to a spokesperson, Taco Bell previously offered paid sick time only to managers and is now extending that offer to all employees at company-owned restaurants who have had their jobs for at least 90 days.

It’s another example of how stubbornly low unemployment is changing the face of fast food, which for decades has been seen as the quintessential low-wage job. Restaurants including Olive Garden owner Darden Restaurants Inc. and Shake Shack Inc. have recently reported that labor inflation is hurting margins.

In November, the unemployment rate fell to 3.5%, matching the lowest since 1969, while average hourly earnings climbed and exceeded projections.

Continue on to the Los Angeles Times to read the complete article.

 

Cynthia Erivo could become the youngest EGOT winner

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Cynthia Erivo on the red carpet at the premiere Of HBO's "The Outsider"

Cynthia Erivo is one step closer to EGOT status with an Oscar nomination for her turn as the iconic freedom fighter and suffragist Harriet Tubman in Kasi Lemmons’ ‘Harriet.’

British actress Cynthia Erivo was nominated for her first Oscar on Monday morning for her performance as the iconic freedom fighter and abolitionist Harriet Tubman in Kasi Lemmons’ “Harriet.”

The stage and screen actress (along with powerhouse singer — she is also nominated in the original song category) also earned Golden Globe, SAG and Critics’ Choice nominations for the role.

And while BAFTA controversially snubbed acting nominees of color entirely, the ceremony still asked her to perform (she declined).

Erivo was the only person of color nominated for an acting Oscar this year.

“Harriet,” distributed by Focus Features, exceeded box office forecasts when it opened in November, debuting to $12 million on its way to $43 million to date in global ticket sales. It marks the first feature leading role for Erivo, who stole scenes in 2018’s “Widows” and “Bad Times at the El Royale.”

She was first approached about “Harriet” while in the midst of a Tony-winning turn in the Broadway production of “The Color Purple.” The production is also responsible for her subsequent Grammy (for the cast recording) and Daytime Emmy (for a cast performance on NBC’s “Today”) wins. (For those who don’t want to count Daytime Emmys in EGOT status, Erivo will also headline the upcoming limited series “Genius: Aretha” for National Geographic. And playing music singer Aretha Franklin could put her in Primetime Emmy contention as well.)

Continue on to the LA Times to read the complete article.

Tiffany Haddish Stars in ‘Like a Boss,’ in Theaters Today

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Like a Boss premiere photo of the cast, including Tiffany Hassish, pose on the pink carpet

Tiffany Haddish is her usual hilarious self in the new film Like a Boss, which recently opened across the nation. In it, Mia (Haddish) and her best friend, Mel (Rose Byrne), are living their best lives running the own cosmetics company they’ve built from the ground up.

Unfortunately, however, they’re in over their heads financially and the prospect of a big buyout offer from a notorious titan of the cosmetics industry, Claire Luna (Salma Hayek), proves too tempting to pass up, which puts Mel and Mia’s lifelong friendship in jeopardy. The beauty business is about to get ugly.

The Paramount Pictures film, directed by Miguel Arteta and executive produced by Haddish and Nicolas Stern, also stars Billy Porter, Jennifer Coolidge, Ari Graynor, Natasha Rothwell, Jessica St. Clair and Karan Soni.

Watch the Trailer!

Continue on to Ebony to read the complete article.

This is the most essential trait you need to land any job

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Hiring manager interviewing potential candidate for a job

There’s no denying the value of having relevant experience and a winning personality when you’re looking to land a new job. However, a recent study conducted by TopResume confirms there is another quality that employers find even more attractive when making hiring decisions.

When asked “Which of the following is most important in a candidate?” nearly half of the recruiters and hiring managers cited potential as the number-one factor, beating out experience (37%), personality (16%), and education (2%).

But what, exactly, is potential, and how can you demonstrate this trait to prospective employers during your job hunt? While there are various definitions floating to describe a “high potential” (HiPo) employee, it ultimately boils down to two qualities: problem-solving skills and a willingness to learn.

SOLVE PROBLEMS CREATIVELY
Managers are always looking for people who will bring solutions, rather than problems, to their departments. These are the types of hires who will provide the most value to the company, no matter if the position is in customer service, public relations, or engineering. Employers across all fields want to find workers who will face challenges head-on and seek creative solutions, rather than avoiding the situation or ignoring it entirely.

DESIRE TO LEARN AND GROW
Thanks to the fourth Industrial Revolution’s rapid pace of change, expertise has a shorter shelf life than ever before. In fact, according to Dawn Graham, PhD, author of the book Switchers: How Smart Professionals Change Careers and Seize Success, most of us will be forced to become career switchers at some point in the future because of these constant changes. No wonder employers are interested in candidates who have the willingness and ability to grow and adapt to new circumstances and challenges in the workplace. The best employees are lifelong learners, people who actively seek out new experiences, knowledge, and feedback to increase their skills and add value to their organizations.

THREE WAYS TO DEMONSTRATE POTENTIAL
Our research confirmed that most employers evaluate these qualities in a candidate based on what they find on a person’s résumé and during the interview process. Here’s how you can show hiring managers you’ve got the potential they’re seeking in their next top hire.

PREPARE PROOF POINTS
Anyone can declare a knack for tackling problems or a love of learning on their job application or during an interview. However, if you want to convince recruiters you possess these desirable skills, you need to offer proof.

Start by brainstorming a list of examples in your career when you demonstrated creativity in order to solve a problem, learn a skill, or meet a goal that benefited the company. For example, perhaps you gave yourself a crash course in blockchain technology to prepare a pitch for a potential client that your team successfully landed. Or maybe you delved into YouTube videos or took the initiative to complete an online course to quickly learn a new skill that was required to successfully complete a work assignment.

Spend time fleshing out the stories that best illustrate your skills. Then, determine which of these stories can be woven into your résumé or your interview responses.

MAKE SURE YOUR RÉSUMÉ LEADS WITH RESULTS
Review your list and flag the stories that resulted in an achievement or a contribution that benefited your employer, such as lower costs, safer operations, greater profits, happier customers, etc. These will be the most appropriate examples to incorporate into your résumé.

Use the bullet points under your résumé’s Work History section to highlight these successes. Where possible, begin each bullet point with the result of your efforts and then describe the actions you took to achieve such a result. This is known as the “result by action” format. The “action” part of this bullet point is your opportunity to specifically demonstrate how you leveraged a specific skill to provide value to your former employers.

In the cases where you completed training programs, courses, or certifications to expand or deepen your skill set, be sure to include these professional-development activities in your résumé’s Education and Professional Development sections.

PREPARE FOR BEHAVIORAL-BASED INTERVIEW QUESTIONS
Employers often ask candidates to describe how they behaved during a particular situation in the past in order to gauge how they might perform in a similar situation in the future. The sample behavioral interview questions below are designed to help interviewers assess your ability and willingness to adapt, to think creatively, to solve problems, and to take initiative—in other words, your potential.

Describe a time where you had to solve a difficult problem. How did you handle it?
-Tell me about the first job you ever had. What did you do to learn the ropes?
-Give me an example of a time when you had to think on your feet in order to delicately extricate yourself from an awkward situation.
-Tell me about a situation in which you recognized a potential problem as an opportunity. What did you do? What was the outcome?

Continue on to Fast Company to read the complete article.

Are Your Communication Skills Up to Par?

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smart african black female employee speaking at diverse meeting

Whether employers are hiring someone to make sandwiches, sell shoes, run science experiments, or repair plumbing—communication skills are always on the “must-have” list.

But what exactly do employers mean by “communication skills,” and how can you tell if you have them?

Here are some high-impact communication skills to check yourself on or work to develop, whether you’re looking for work or already have a job.

Face-to-face still matters

Although workplace communications are often online, well-rounded communicators need to be effective in face-to-face conversation, e-mail, on the phone, and—if used by the employer—text.

Communication needs vary by position, but most jobs require some face-time interaction with managers, coworkers, or customers, and employers appreciate an employee’s ability to bring their A game in person.

How well do you connect in face-to-face interactions? Some scenarios include:

Do you greet coworkers and welcome customers?

Extend a handshake at interviews and when meeting clients?

Participate and stay engaged when your team is gathered for meetings or events?

Are your non-verbals showing interest and engagement? Consider these points: Make eye contact, nod or smile when you agree, and use open body language; avoid crossing your arms and turning away from the other person.

Be intentional in your communication

When you start your communication from a purpose of understanding and how the other person might receive it, your communication will be clearer and more effective. When you analyze your job, or the job you’d like to get, consider these points: Who needs to understand what you have to communicate?

Possible targets for your communication might include: your manager, coworkers, the public, customers, students, patients, or others involved in the work you do.

What purpose does your communication serve? For example, do you want:

Customers to buy your product?

Patients to understand their medication?

The public to attend an event?

Your manager to know you’ve accomplished your goals? Once you know your intention, think about what kind of message your audience would respond to. Examples could include: Posting flyers in a neighborhood where your target customers live, writing a fact-filled report that shows how your work performance met job goals, creating a video that patients can re-watch, showing how to use medical equipment rather than to trying to explain complicated instructions repeatedly, texting reminders to students to register for classes.

Treating others professionally = good teamwork

Employers want their work teams to succeed, which typically means that team members get along, participate fully, and resolve conflicts when they do come up. The employer benefits and generally everyone on the team has a better experience. If you make assumptions about a team member, and they’re not the most positive, ask for clarification and clear the air after a misunderstanding to help build trust and keep the team functioning.

Do you let your team know when you need something or don’t understand something? Ask managers for feedback so you know what they need? Share information that would help others on the team?

Respect shows up in what you do and what you say. Do you speak positively about others on the team? Are good manners a priority with customers and coworkers? Do you make room for other people’s ideas?

In your team interactions, do you contribute to finding solutions? A team works better when members look for areas of agreement, and let unimportant differences go so the team can move forward together.

If you’ve decided your communication skills need some work, it’s never too late to brush up.

Source: CareerOneStop

How to write the best résumé for 2020

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young woman writing notes about resume on notepad

To turn your résumé into a high score résumé, highlight your personal bests and top career achievements. From the top of your résumé down, focus on your next level: the job you want next, not the job you have now. And punctuate your story of how you made it this far by crafting each bullet point into an accomplishment with a success verb and a number. Entice potential interviewers by providing quantified, proven results that detail your successes.

YOUR HIGH SCORES
High scores are very useful for understanding someone’s mastery of a game, a sport, or a skill. The person who can type 145 WPM has a built-in advertisement of their prowess with this statistic, and it attracts attention from people looking for that skill. Similarly, your résumé is an advertisement for your capabilities and should promote them by showing what you’ve been able to achieve in your job to date.

Whether it’s accounts won, servers maintained, leads gained, or warehouses managed, all of our activities in our professional careers can be quantified. By sharing your specific high scores rather than vague duties, you give your future boss the ability to understand how far you can run, how high you can jump, in your career.

When you start to think in high scores, you’ll banish boring phrases such as “seasoned executive,” “responsible for,” and “managed.” And you’ll recast your experiences to include the most exciting and impressive outcomes you’ve achieved in each area of your job. Share your high scores attained, achievements unlocked, and badges won to attract your future boss’s attention in 2020.

YOUR NEXT JOB
The summary at the top of your résumé should be all about your next job, not your current one. Your war stories about achieving a new personal best in Tetris, tennis, or the triathlon don’t start with a boring recitation of the first time you played the game, so your professional summary shouldn’t summarize the old times. Focus instead on your next challenge.

If you’ve been a director of marketing for four years and are ready for a promotion, your professional headline should focus on your next role: “VP, brand marketing.” By declaring who you are going to be next, you’ll be appealing to bosses in the market for a VP. Spending this precious space on your current level is a missed opportunity. After all, you don’t need to advertise for the job you already have.

YOUR BULLET POINTS
Each bullet on your résumé should show a high score that is a significant achievement in your role that demonstrates your skills and capabilities in practice. Each bullet point should be constructed with a success verb and a specific numerical accomplishment in that job.

Typical résumé advice says to use active verbs, but that’s not enough. Some active verbs are bland and do nothing to help persuade a future employer. “Managed,” “established,” “defined,” and “performed,” are all considered active verbs and are frequently used on résumés. But these aren’t good verbs for communicating your high scores. You wouldn’t say “I managed a little character through a variety of levels,” or “I performed various moves in the game.”

Success verbs that show you as the hero of your own story are better. Words like grew, increased, shrank, optimized, gained, or minimized make it clearer how you’ve achieved your high scores and why you might do it again.

Everything in business comes down to the numbers: profit and loss, stock price, or market share. That’s why it makes sense to convey your worth to your future boss in numbers in your high scores.

“Show, don’t tell” is the best advice. Within the confines of confidentiality, your bullets should provide specific proof to support the skills and accomplishments in your professional summary. Simply asserting you’re good isn’t persuasive. For each bullet, describe the accomplishment with specific details. Those specific results, specific stories, and specific successes will resonate most with future bosses.

Continue on to Fast Company to read the complete article.

Awkwafina makes Globes’ history with ‘Farewell’ acting win

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Awkwafina holds up her Golden Globe smiling at this year's event in Beverly Hills

Awkwafina said she had a “mind-blowing” experience after learning backstage she made history at the Golden Globes. The rapper and actress on Sunday became the first woman of Asian descent to win a Golden Globe for best actress in a musical or comedy film for her starring role in “The Farewell.” She’s best known for her comic role in “Crazy Rich Asians.”

Awkwafina believes she has more to prove.

“It’s pretty mind-blowing,” she said. “It feels incredible. There’s also another feeling that you are going to do more. I hope this is just the beginning.”

Awkwafina shifted course to play a young woman in a Chinese family that is keeping their matriarch’s cancer a secret from her in director Lulu Wang’s “The Farewell.” She said she particularly related to the film.

“Immigrants in this country who were raised to feel very American … and when we go back where, you know, we’re told that you don’t belong here and you go back to where you belong,” she said. “You feel like a stranger there and this constant feeling of being lost in translation. And I think that’s what really resonated with me in ‘The Farewell.’”
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The win is part of a breakout two-year run for the 31-year-old actress, who had a breakthrough year in 2018 after appearances in “Crazy Rich Asians” and “Ocean’s 8.”

Continue on to the Washington Post to read the complete article.