Work-Life Rigidity Partially due to Individuals, not Strictly Organizations

Work-Life Rigidity Partially due to Individuals, not Strictly Organizations Work-Life Rigidity Partially due to Individuals, not Strictly Organizations Weve spent nearly the last two decades calling out the companies and management for the need for work life flexibility. Many have responded, but now employees also need to step up and assert control by making small, subtle, practical choices that no one will notice but them.Brad Harrington, Executive Director of the Boston College Center for Work and Family adds, For over 20 years, our Center has stressed the importance of organizational culture, the right types of management support, and the most effective human resource policies and programs needed to facilitate work life fit. But I have always stressed my belief that ultimately it is the individual who must solve this problem, must determine their fit, and must manage the process of achieving it.Research performed by Yost and ORC International, however, found that three-quarters of the population believes that work-life flexibility is only obtainable by its provision by their employer/boss. The most commonly listed obstacles to work-life flexibility in the research were lack of a sense of empowerment and stress from increased workloads and shortened deadlines. But both Yost and Harrington feel that the workplace is much mora flexible and supportive than in the past.Major life events matter, said Yost, but its the everyday routine we crave and where employees struggle the most with managing work life fit. We cant wait for HR or the boss to solve this conflict for us. Employees themselves need to manage work life fit as a daily practice. And while it may be counterintuitive, it starts by thinking small by yes, sweating the small stuff.

3 Secrets to Building a Network of People Who Will Help You Succeed

3 Secrets to Building a Network of People Who Will Help You Succeed3 Secrets to Building a Network of People Who Will Help You SucceedRegardless of sector or industry, startups and large corporations alike are dependent upon relationships for lead and revenue generation. Yes, thats a sweeping statement, but its an accurate one. Think about the last dozen or so campaigns you ran or sales calls you made. How many were predicated on a pre-existing relationship- either a client referral or a thermisch introduction through a mutual connection? Chances are, those exchanges were more successful than the cold calls that occupy valuable space in your sales funnel.Savvy marketing and sales leaders understand that professional connections are tactical assets that can be deployed at every level of the conversion process. Heres the catch- you have to get really good at building connections before you can hope to leverage them. Some of that comes down to art, and some to science. But to start, the re are three critical habits Ive developed- and encourage every networker to master- in order to expand my relationship capital and in turn, drive business at my firm.1. Treat Your Network Like a MuseumSnooty docents and enforced silence aside, your professional network should more closely resemble a museum or gallery than a raging house party in other words, it should feel curated. Resist the urge to scatter your business cards like confetti, and work on getting face-to-face time with decision-makers at your target organizations. At conferences, professional association meetings, and even at your own firm, seek out thought leaders, industry influencers, and individuals who operate their own well-crafted networks. By focusing on quality in your relationships, youll end up committing less of your precious time while achieving better results.2. Do Your Due DiligenceWhether youre on your way to a conference or a quick coffee meeting, it is absolutely critical that you do your homework with regard to your potential connections. It pays to flip through their media feeds and check out their alma maters, past employers, and the boards they currently sit on. Its less about having topics of conversation from which to draw than it is about finding common connections- friends, colleagues, and fellow alumni. These areas of overlap pave the way for warm introductions, which in turn result in sales closed or further introductions made. 3. Never Miss a Chance to Grant a FavorThe traditional view of networks is that theyre treasure chests you mine for introductions, advice, and employment opportunities. Problem is, its an old, outdated perspective. Your network is really one piece in a vast ecosystem of exchange, and according to thought leaders like Wharton professor Adam Grant, within this system it pays to be a giver, rather than a taker. By contributing to an overall environment of giving, you increase the odds that one day someone will do you a solid when you need it. Th e moral here Always make time for that informational interview, coffee meeting, or job recommendation- youll really be doing yourself the favor.The TakeawayRelationship capital isnt built quickly or easily. Like anything worth doing, it takes practice and the honing of a particular skill set. To build a strong, efficient network, you must learn to separate the high-priority relationships from the lower-level ones, be disciplined in researching your potential connections, and recognize the importance of saying yes to requests for favors. With that initial investment, you can build the kind of network that yields impressive returns-in leads, revenue, and professional opportunities- year after year.More From Inc.5 Simple Things Super Productive People Do on Monday7 Habits of Remarkably Successful Startup Entrepreneurs5 Tips for Women on Getting Ahead in BusinessPhoto of coffee cups courtesy of Shutterstock.

Social Networking Can Get You Hired or Fired

Social Networking Can Get You Hired or FiredSocial Networking Can Get You Hired or FiredSocial Networking Can Get You Hired or FiredSocial networking, that is, posting your profile and participating on sites such as facebook inc or LinkedIn, has had a significant impact on work and job searching. This impact has been the focus of many recent studies that yielded two interesting findings(1) Employers are about as likely to hire you for having good online information as they are to reject you for having bad info.A CareerBuilder survey found that, among employers that use social networking sites to research job candidates, 53% rejected qualified candidates because they posted inappropriate photos or information on their profiles. Meanwhile, 50% of those employers said they hired job seekers because their online profiles provided a good feel for their personalities and how the candidates would fit in with the rest of the company.Another interesting observation was that employers are more likely to look you up on Facebook than on LinkedIn, even though the latter is more career-related.Lesson Weve said it before but it bears repeating Dont put anything online that would undermine your chances of getting hired. If you have anything remotely embarrassing on the web that could be found through a simple Google search, you should adjust your privacy settings so that only people you consider friends can view it.(2) Your bosses might prefer it if you didnt friend them on Facebook.About 48% of executives in an OfficeTeam survey said they were uncomfortable with being friended by people they manage, while slightly less 44 % are OK with it.Lesson Think twice about friending your boss. If you have a casual and comfortable relationship with him or her at work, it may seem fine. But work relationships can change over time, and your other friends may post information or photos that dont fit your professional image. If you opt to friend them, take this advice from the executive dir ector at OfficeTeam Individuals should classify their professional contacts into a work list and limit what personal details this group can view. This is especially important if you log in at work. Your status update of OMG this project blows, I hate this job, combined with your high-score game rankings and quiz results time stamped at 252 pm, are dead giveaways that youre wasting company time and spreading negative messages about your employer.The social networking explosion holds enormous potential for building, enhancing, and advancing your personal brand and career. But be aware that the deeper your involvement, the greater your risk for damage. Use it, but dont lose control over it.Has social networking helped you get a job or prevented you from landing one? Share your experiences.

Military Spouse and Student Lands Information Receptionist GS-4 Within 3 months

Military Spouse and Student Lands Information Receptionist GS-4 Within 3 monthsMilitary Spouse and Student Lands Information Receptionist GS-4 Within 3 monthsMilitary Spouse and Student Lands Information Receptionist GS-4 Within 3 monthsThanks for all your help in making this possible for meDate Hired December 2012Jobseeker Type Private Industry to FederalPrevious Job Title StudentTarget Job Title Information Receptionist, GS-04Result Best Qualified, Interviewed for 2 Different Positions, and Hired Within Two MonthsWriter/Coach Diane BryantStrategy/Process The client had recently relocated with zu sich military spouse on PCS orders. She was a full time student and had a varied background in health care, corrections, and administrative support positions. She was interested in obtaining a clerical or administrative position but was uncertain as to what positions she might qualify for and, consequently, was just applying for jobs at random. Despite her varied background, we identified 5 -6 core competencies around which we built her resume and which would qualify her for almost any general administrative/clerical position for which she might apply. Within two months, the client was rated best qualified and interviewed for two different positions and hired into her first Federal position.

How to Return to School Without Leaving the Marines

How to Return to School Without Leaving the MarinesHow to Return to School Without Leaving the MarinesMany career Marines take advantage of their off-duty time to work on a college degree rather than wait until they retire to become full-time adult learners. In addition to reflecting well upon your qualifications for promotion within the U.S. Marine Corps, this is a great strategy to make yourself marketable in the highly competitive civilian job market. It can be a tough road to follow, though, taking years to accumulate enough credits for a bachelors degree and essentially eating up all of your free time. It may also be virtually impossible if youre in a demanding assignment with unruly hours, such as infantry, recruiting, or drill instructor. Fortunately, the SNCO Degree Completion Program (SNCODCP) offers staff noncommissioned officers (SNCOs)- Marines of pay grade E-6 and above- an incentive to finish a four-year degree without struggling to squeeze classes in after hours. Fu ll-Time Study for Specific Degrees The SNCODCP doesnt pay for your degree, but it offers the opportunity to study full-time and receive a degree that you can put to use in a new job within the corps and, potentially, civilian jobs after you leave the corps. Participating marines can use personal funds, GI bill money, or loans to deckblatt the cost of tuition and other expenses, such as books. Every November, the SNCODCP announces the types of bachelors degrees Marines can pursue because the program is predicting the need for billets that are associated with those kinds of degrees. Billets are specialty assignments that fall outside the typical military occupational specialties (MOSs). In November 2018, the SNCODCP announced that for fiscal year 2019, it would accept applications for those pursuing degrees in the following areas Safety (Environmental and Occupational Safety, Environmental Health Management, Occupational Safety, Waste Management, Hazardous Material, Waste Control), P sychology, Accounting, Education, Paralegal, and Music. Along with the areas of study, the program listed the specific locations at which each of the various disciplines could be studied. In March 2019, it announced the names of the five Marines who had been chosen to participate in the program. Qualifications for the SNCODCP Those accepted into the program must complete their bachelors degree within 18 months on the campus of an accredited college or university affiliated with the Navy Reserve Officer Training Corps. They must then work at their assigned billet for 36 months to pay back the corps for the time they were allowed to study. Applicants must have the grade of staff sergeant or higher, up to master sergeant.They must have completed an associates degree or at least two years of classes toward a bachelors degree by the accredited college or university.They must have passed all necessary entrance exams, have been accepted for enrollment into the college or university, an d have lived in their current geographical area for at least 24 months, though 36 months is preferable. Those interested in applying for the SNCODCP in fiscal year 2020 should look for the administrative message about the program that will be sent out in November 2019.

Top Credit Analyst Resume Tips!

Top Credit Analyst Resume Tips There might be a couple industry certain questions as youre being recruited for that specific industry. You can also find tons of opportunities to enlarge your network and develop your leadership abilities. Interview in this discipline could be terrifying for everybody that has been a veteran within this industry to the ones searching for an entry level credit analyst position. You might be able to work at a financial institution, credit card company, or retail shop. Furthermore, weve got experts in just about all scientific disciplines to be certain your paper is going to be written by real specialist and based upon a comprehensive research. You have to devote a certain sum of time sitting in the library or surfing the web to be able to discover some helpful data for your academic paper. It is suggested to get experience in finance, like in an administrative function. It shows that youre keen about this business and its working. As a financial analyst, your job demands strategic thinking in addition to the communication skills required to connect with your clientele. To acquire a career with a company, where my skills can be accustomed to the best of my capacity to create results for the Corporation, along with further develop my abilities. As a credit score officer, you could have a wide selection of responsibilities. Order top-notch essay at this time and certified specialists will do their very best to supply you with higher quality at fair price. Unlike accounting and finance, where there are certain certifications including CPA for the area, theres absolutely no particular charter for a credit analyst. Strong current understanding of compliance and legal issues involved with credit approval. This sample, together with the accompanying writing guide, will provide you with a helpful foundation from which you are able to start making your own CV. Together with helping with your layout, resume examples are able to help you see what sort of content you should put in your document. For instance, if an example resume lacks a skills section, but you wish to include one, you ought to do so. Check with the credit score officer CV example to receive ideas on both format and content for your very own expert document. As mentioned above, make certain to use the proper key terms in the event your letter is scanned by computer prior to any human ever gets to read it. Actually, you should not create your own document the precise same as an example or template. I anticipate meeting you soon. Also there may be detailed discussions on your role for that specific position being provided. If youve got certain work experience be ready to exhibit its relevance with the job youre interviewing for. There are several different things you are able to quantify. Theres no correct or wrong unlike technical questions but to know you better as an individual and whether youd fit in the job culture and essentials of the business. Consequently, we guarantee that there will not be any unpleasant surprises whenever the day of delivery comes. In case you have any questions, you can get in touch with our friendly stab und sttze team night and day and get immediate assistance. From day one, you are going to build the abilities and experience you require for a prosperous career. In a bid to talk about this matter further, Ill be calling your office within the next week to find out if we might establish a time to meet. The Basics of Credit Analyst Resume A comprehensive plan is also known as an outline. As a result of this guarantee, the delivered order will incorporate all necessary specifics. The overall purpose is to seek out a solution that will sufficiently protect the lender, yet offer the borrower with the capital which is needed. Its also useful to review resume examples so that you may observe how yours compares.

How to Eliminate an Unintentional Hiring Bias - Spark Hire

How to Eliminate an Unintentional Hiring Bias - Spark HireHiring bias, even when unintentional, can turn your office into a boring, single-minded place to work. In order to overcome an unintentional hiring bias, the person in charge of bringing on new talent must make it a point to look past their own preferences in order to analyze a candidate fairly. To prevent an unintentional hiring bias from shaping the scope of your company, consider these tipsRemember that youre hiring for work, not your social circleSome hiring managers get tripped up because they focus too much on their own personal feelings about the candidate. You want to be koranvers that this individual has good morals and will get along with the rest of the staff, but always remember that youre hiring for your office and not your social circle. Just because you wouldnt hang out with this person outside of work, doesnt mean that theyre a bad fit for the available role.Focus more on skills, less on degreesProper training matters, but some people can be perfectly qualified for a job without having a degree from an Ivy League school. Consider a persons educational background, but in order to eliminate hiring bias, its also important to look at what else the candidate brings to the table. Are they willing to learn? Will they be a positive influence in your office? unterstellung factors carry a lot of weight too.Open up the hiring process to a bigger pool of applicantsWith technology such as video interviewing, its easier than ever before to make your job openings available to people all over. Even if a candidate doesnt live in your city, you can still talk with them about the role, without having to fly them out to speak with you. Utilize this technology and open yourself up to a broad pool of interested applicants.Post about the opening in a variety of placesGet creative about how you advertise the job listing. Post on social media and in trade magazines, but you may also consider advertising on commu nity bulletin boards and in other spots where people may notice them. Not all qualified candidates participate in social media or read trade magazines, so cater to a diverse sortiment of people by using a variety of techniques to advertise the job.How does your company work to overcome an unintentional hiring bias? Share your tips with us in the commentsImage Bernie123/BigStock.com

Downsizing a Business With Dignity

Downsizing a Business With DignityDownsizing a Business With DignityMake no mistake downsizing is extremely difficult. It taxes all of a management gruppes resources, including both business acumen and humanity. No one looks forward to downsizing. Perhaps this is why so many otherwise first-rate executives downsize so poorly. They ignore all the signs pointing to a layoff until its too late to plan adequately then action must be taken immediately to reduce the financial drain of excess staff. The extremely difficult decisions of who must be laid off, how much notlageice they will be given, the amount of severance pay, and how far the company will go to help the laid-off employee find another job are given less than adequate attention. unterstellung are critical decisions that have as much to do with the future of the organization as they do with the future of the laid-off employees. So what happens? These decisions are handed to the legal department, whose primary objective is to red uce the risk of litigation, not to protect the morale and intellectual capital of the organization. Consequently downsizing is often executed with a brisk, compassionless efficiency that leaves laid-off employees angry and surviving employees feeling helpless and demotivated. Helplessness is the enemy of high achievement. It produces a work environment of withdrawal, risk-averse decisions, severely impaired morale, and excessive blaming. All of these put a stranglehold on an organization that now desperately needs to excel. Avoiding the Pitfalls of Downsizing Ineffective methods of downsizing abound. Downsizing malpractices such as those that follow are common they are also inefficient and very dangerous. Allowing Legal Concerns to Design the Layoff Most corporate attorneys will advise laying off employees on a last-hired, first-fired basis across all departments. The method for downsizing that is most clearly defensible in a court of law, for example, is to lay off 10% of e mployees across all departments on a seniority-only basis. This way no employee can claim that he or she was dismissed for discriminatory reasons. Furthermore, attorneys advise against saying anything more than whats absolutely necessary to either the departing employees or the survivors. This caution is designed to protect the company from making any implied or explicit promises that arent then kept. By strictly scripting what is said about the layoffs, the company is protecting itself from verbal slips by managers who are themselves stressed at having to release valued employees. This approach may succeed from a legal perspective, but not necessarily from the larger and more important concern of organizational health. First, laying off employees by a flat percentage across different departments is irrational. How can it be that accounting can cope with the saatkorn proportion of fewer employees as human resources? Could it be that one department can be externalized and the other l eft intact? The decision of how many employees to lay off from each department should be based on an analysis of business needs, not an arbitrary statistic. The concept of laying off employees strictly on the basis of seniority is also irrational. The choice of employees for a layoff should be based on a redistribution of the work, not the date the individual employee was hired. Sometimes an employee of 18 months has a skill far more valuable than one with 18 years seniority. Giving as Little Notice as Possible Out of fear and guilt, many executives choose to give employees as little forewarning as possible about an upcoming layoff or downsizing. Managers fear that if employees know their fate ahead of time, they might become demoralized and unproductive they may even sabotage the business. However, there is no documented evidence that advance notice of a layoff increases the incidence of employee sabotage. The lack of advance notice about downsizing, however, does dramatically increase mistrust of management among surviving workers. Trust is based on mutual respect. When employees discover what has been brewing without their knowledge or input (and they will when the first person is let go), they see a blatant disrespect for their integrity, destroying trust. By not giving employees information that could be enormously helpful to them in planning their own lives, management initiates a cycle of mistrust and helplessness that can be very destructive and require years to correct. Afterward Acting as if Nothing Happened Many managers believe that after a layoff, the less said about it the better. With luck, everyone will just forget and move on. Why keep the past alive? The reality is, surviving employees will talk about whats happened whether the management team does or doesnt. The more the company tries to suppress these discussions and act as if nothing has happened, the more subversive the discussion becomes. Remaining employees will act as a conseq uence of what has happened regardless of whether the management does. Recovery from a layoff is greatly hastened if managers and employees are allowed to speak their minds freely about whats happened. In fact, it can be a great opportunity for the team of surviving employees to pull together and renew ties. When management refuses to acknowledge what has really taken place, it appears emphatically heartless, feeding the employees sense of helplessness. If management wont talk about it even after the fact, what else is it hiding? Downsize Effectively When faced with an organization that isnt functioning at optimal efficiency and thinking that a layoff is needed, there are a few key principles to keep in mind. Observing these principles wont completely eliminate the dangers of downsizing, but they will help to avoid the common pitfalls of a poorly planned layoff. Determine If the Problem Is Too Many People or Too Little Profit The critical first question to ask before any layo ff is Is the need for this layoff driven by having too many employees or too little profit? If its too little profit, this is the first warning sign that your company isnt ready for a layoff. Using a layoff solely as a cost-cutting measure is utterly foolish throwing away valuable talent and organizational learning by dumping employees only makes a bad situation worse. When your business lacks revenue, annihilating intellectual capital and thus reducing the efficiency of remaining resources as well as the potential for future growth is not the solution. If the answer is too many employees, then youve begun the process of a well-thought-out strategy for change. To legitimately determine if you have too many employees, look at the organizations business plan, not its headcount. What product and services will you be offering? Which of these products and services is likely to be profitable? What talent will you need to run the new organization? These questions will help you plan for the post-layoff future. These issues will enable a quick turnaround from the inevitable negative effects of downsizing to positive growth in value and efficiency. Determine What the Post-Layoff Company Will Look Like Having a clear, well-defined vision of the company is imperative before the layoff is executed. Management should know what it wants to accomplish, where the emphasis will be on the new organization, and what staff will be needed. Without being directed according to a clear vision of the future, the new organization is likely to carry forward some of the same problems that initially created the need for the layoff. Unfortunately, many managers underestimate the momentum of the old organization to recreate the same problems anew. Unless there is a clearly defined, shared vision of the new company among the entire management team, the past will be likely to sabotage the future and create a cycle of repeated layoffs with little improvement in organizational efficiency. Always Respect Peoples Dignity The methods employed in many poorly executed layoffs treat employees like children. Information is withheld and doled out. Managers control over their employees is violated. menschlich resource representatives scurry around from one hush-hush meeting to another. How management treats laid-off employees is how it vicariously treats remaining employees everything you do in a layoff is done in the arena, with everyone observing. How laid-off employees are treated is how surviving employees assume they may be treated. Why does this matter? Because successfully planning for the new organization will keep it going and improve its results. You must keep that exceptional talent, who are also the employees most marketable to other organizations. When they see the company treating laid-off employees poorly, theyll start looking for a better place to work, fearing their heads will be next to roll. Respect the Law While its important not to allow the legal department to design a layoff, its nevertheless important that you respect the employment laws. In different countries, such laws include entitlements tied to civil rights, age discrimination, disabilities, worked adjustment, and retraining. These laws are important and should be respected for what they intend as well as what they prescribe or proscribe. If you have planned your lay-off according to business needs, and not on headcount or seniority, you should have no problem upholding the law. You will almost always find yourself in legal trouble when you base your layoff on factors other than business needs. Good Example During the merger of BBT Financial Corporation and Southern National Corporation, redundant positions were eliminated through the strategic use of a hiring freeze. Hewlett-Packard implemented a so-called fortnight program in which all employees were asked to take one day off without pay every two weeks until business revenue increased. Bad Example of Downs izing Scott Paper conducted a layoff of 10,500 employees in the mid-1990s. In the years that followed Scott was unable to introduce any new products and saw a dramatic decrease in profitability, until it was eventually bought out by competitor Kimberly-Clark. Making it Happen Downsizing successfully is immensely difficult. The following ideas can help to focus thinking for anyone considering such a move. Treat all employees with respect.Communicate too much rather than withhold information.Research applicable laws and follow the spirit of the legislation.Afterward, give employees the psychological space to accept, and discuss, what has happened. Conclusion There are two important factors to keep in mind when planning a layoff respecting employee dignity and business planning. No one, from the mail room to the board-room, enjoys downsizing but when the need for a reduction in staff is unavoidable, a layoff can be accomplished in such a way that the problem is fixed and the o rganization excels. **Alan Downs is a management psychologist and consultant who specializes in strategic human resources planning and helping business executives reach their maximum potential. He has authored several books, including AMACOMs Corporate Executions (1995), the much-acclaimed expose on downsizing, The Seven Miracles of Management (Prentice Hall,1998), and The Fearless Executive (AMACOM 2000). Downs is widely sought for interviews by newspaper, TV, and radio broadcasts. He has also written on management topics for numerous national newspapers and trade publications, including Management Review and Across the Board.

Special Warfare Combatant-Craft Crewman

Special Warfare Combatant-Craft CrewmanSpecial Warfare Combatant-Craft CrewmanSpecial Warfare Combatant Crewmen (SWCC) are members of the elite Naval Special Warfare Command and are responsible for conducting unconventional special operations alongside and independent of the Navy SEALs and other Special Operations Units. The SWCC crewmen drive fast speedboats down narrow, winding rivers or open ocean, transporting SEALs to and from hostile situations and operating nearly every weapon with a trigger the military has to offer. When a call comes, a boat team can form up, put a 33-foot RHIB in the back of a C-17, fly half-way around the world to a combat zone, push the boat out of the plane into the ocean and then jump in after it, wearing parachutes or fast rope, in enemy territory. SWCC missions include unconventional warfare, direct action, combating terrorism, special reconnaissance, foreign internal defense, information warfare, security assistance, counter-drug operations, partnel recovery, and hydrographic reconnaissance. SWCC numbers hover around 600 personnelless than 1 percent of the U.S. Navy, but they offer big dividends on a small investment. The SWCC units proven ability to operate across the spectrum of conflict and in operations other than war in a controlled manner and their ability to provide real-time intelligence and eyes on target offers decision makers a lot of options. They use craft like the Mark FIVE (MK V), the RHIB (Rigid Hull Inflatable Boat) and the Special Operations Craft-Riverine (SOC-R). As noted in Janes Fighting ShipsMISSION High speed, medium range, all-weather insertion/extraction of Special Operations Forces, maritime interdiction operations, tactical swimmer operations, intelligence collection, operation deception, coastal patrol, and more. Once, we were in 15- to 20-foot swells, recalled Quartermaster 1st Class (SWCC, PJ) Christopher Moore, from SBT-12. Our boat, a 24-ft. RHIB, could barely make it up the swells before the en gine would sound like it was going to die. Then we would get to the top and become a 24-ft. surfboard coming down the other side. We couldnt even keep in visual contact with our other craft. Todays Special Boat Commands and Training Three SWCC communities exist. The West Coast SWCC units are based in Coronado (SBT-12) and operate RHIBs and MK Vs. The same inventory is located at the East Coast SWCC (SBT-20) in Little Creek, Va. And down south, in Stennis, Miss., SBT-22 operates the SOC-R craft. But to get to one of these units, you must attend SWCC basic school a physically grueling indoctrination into the ways of Naval Special Warfare, portions of which are combined with SEAL pre-training. After this phase, a 22-week course, Crewman Qualification Training (CQT) course is taken. After CQT, a Sailor earns the SWCC pin a unique insignia that is worn with your regular Navy uniform and that identifies these professionals important place in Naval Special Warfare. SWCC school is extre mely tough. Similar to Navy SEAL training (BUD/S), you will never be challenged like this in your life. It is very demanding physically and mentally, and it is designed to get rid of weak individuals who are not focused and driven. In fact, only about 1/3 of those who start end up making it to the finish line and graduate. After SWCC school, graduating students arrive at a Special Boat Team where they begin an 18-month pre-deployment training cycle starting with Professional Development (PRODEV), Core Training and Squadron Interoperability Training (SIT). You have to be intelligent, good-hearted and physically and mentally tough as it takes a unique person to do our job. Being one who can adapt to new surroundings quickly and efficiently is also a requirement. Heavy weapons knowledge is also a tool of the trade. Amounted .50 caliber MSHB machine gun with PEQ TWO lasers forward on both RHIBs and a .50 caliber machine gun aft, and sometimes an MK-19 Mod 3 40 mm Grenade Machine guns ar e some of the many armament options SWCCs have on the boats. Indeed. SWCC personnel embrace a philosophy of dominance through superior firepower. During a typical SEAL extraction, the SWCC boats and crew from three other Special Operations Craft, rush into an extraction point at up to 30 knots in a hailstorm of protective fire from a trio of M-60 machine guns aft, and a thundering .50 caliber machine gun at the bow. Spent rounds bounce off the metal deck, tracers pierce the darkness, dense foliage is shredded with a barrage of cover fire, ears ring, and the thumping .50 caliber drumbeat massages insides, as dominating, incessant firepower is laid toward the enemy. SEALs board the craft, a speedy exit is made and the fire continues until they are out of sight. An extraction of this sort is measured not in minutes but in seconds. While these combatant crewmen specialize in scaring the enemy with dominating, ear-crushing, non-stop firepower, they also have the ability to be invisible, entering enemy territory undetected. Wearing night vision devices, and the MK Vs had a nifty toy called Maritime Forward Looking Infrared or MARFLIR, a thermal imaging device which lets wearers see up to two miles out on the horizon, day or night. This capability, along with the incredible acceleration, stop-on-a-dime handhabung and maneuverability give them the advantage on the water.

5 Surprisingly Productive Ways to Procrastinate Today

5 Surprisingly Productive Ways to Procrastinate Today5 Surprisingly Productive Ways to Procrastinate Today Feeling sleepy after your lunch hour? Cant imagine opening anotlageher spreadsheet, calling another client, or writing another sentence? Weve all been there. Indeed, its difficult to focus completely on one task for multiple hours at a time. But instead of scrolling through social media or staring at the ceiling, what if there were a way to procrastinate productively? Yep, it turns out that you can take time away from the task you have at hand while recharging and paving the way for future productivity. Here are five of the best secrets for being proactive during your downtime. Clutter is nothing more than postponed decisions, says personal productivity expert Barbara Hemphill . Cleaning out your inbox lets you come back to all of the Ill deal with this later emails, and finally decide if theyre worth paying attention to or not. It might also be a time to deci de if youre ever going to read that newsletter you subscribed to, or if you really need email updates from your social media accounts. Crafting a clean, pared-down inbox will ultimately help you focus and respond to the messages that are actually important. 2. Watch Youtube Videos ( Think TED talks) If you really cant focus, and need a hands-off procrastination break, watching videos ansprechbar can be a great way to sit back while also learning more and gaining inspiration. Whatever your profession, there are certainly relevant videos that can help you learn more about specific aspects of your job, if you look far and wide enough. Additionally, TED talks like Sheryl Sandbergs Why we have too few women leaders or Casey Browns Know your worth, and then ask for it are relevant to any daily work life, and can offer the inspiration and motivation you need to restore productivity to your day.Not only can a software update give your phone a newfound efficiency, cleaning out unused ap ps, old photos, and archived messages can free up storage and make it easier for you to easily find what youre looking for. While youre at it, there are a variety of career-boosting and productivity-influencing apps that you can add to your phone to get the most out of your limited storage space. Going for a cup of coffee in the breakroom is one of the best ways you can proactively procrastinate. Chatting informally with your co-workers can help you work through minor problems youre having, make new connections outside of your circle, and learn more about the different facets of life at your company. Collaboration, however informal, is key to collective success. Bonding with coworkers is also a way to become more invested in your companys culture , which is critical for fostering a fulfilling workplace and a collaborative climate. A pile of last week coffee cups or a loose stack of papers cluttering your workspace can not only be distracting, but also be a hindrance to your produ ctivity. Cleaning your desk can be a satisfying way to bring some peace to your workspace and peace of mind. While youre at it, another way to take a break from working is to decorate your desk or workspace with photos, quotes, or anything else that will inspire you when you look up from your work.