Three of the top tech courses youve never heard of

Three of the top tech courses youve never heard of by Amber Rolfe Fascinated about all things tech? You should make it your career… If you’re interested in starting a career in tech, becoming IT certified could be the best way to break into the industry. Not only will it improve your earning potential, it’ll also make you an attractive candidate to the most reputable employers. But which course is right for you?To make you aware of your options, we spoke to online learning specialists  e-Careers, who gave us a quick guide to the top tech courses you’ve never heard of (that you could be doing right now):  For aspiring Ethical Hackers… CEH Certified Ethical Hacking Course Let’s face it â€" hacking doesn’t have to be a dirty word.In fact, with the importance of online security at an all-time high, Ethical Hackers’ expertise is needed more than ever to protect businesses from malicious threats. How? Essentially, they fight fire with fire â€" using hackers’ methods, techniques and tools against them.This CEH cert ified Ethical hacking course  will introduce you to all the main threats to information technology systems, giving you everything you need to master an ethical hacking methodology. The best part? It includes an up-to-date syllabus straight from the world-renowned EC Council.Not only have they trained over 80,000 individuals, they’ve also certified more than 30,000 security professions, including everything from the US Army and the FBI, to Microsoft and IBM.And with tutor support, downloadable course material, and access to LiveLabs, this industry-recognised course offers the perfect way to boost your earnings and future-proof your career.What do I need?  No previous experience or qualifications necessary.How long will it last?  As little as 40 hours, taken at your own pace.Perfect for:  People who were born to protect.CEH Certified Ethical Hacking Course  For aspiring Web Developers…Full Stack Bootcamp Diploma Don’t know your CSS3 from your Python? We’ve got you coveredWith 1.5 million tech jobs expected to be unfulfilled by 2020, there’s never been a better time to get involved in the web development industry. By becoming certified, you could also benefit from excellent career progression opportunities and a salary of £50,000+.This accredited programme will provide you with the knowledge, practical skills and certification you need to launch your career as a Full Stack Web Developer. It’s broken down into four streams â€" covering basic skills, front end tech and scripting, back end technologies, relational databases, and much more.Additionally, previous experience isn’t necessary â€" as this course will provide you with everything you need to progress, even allowing you to build your own professional portfolio whilst studying.And, as it’s the only accredited Bootcamp in Europe, you’re guaranteed to receive globally recognised diploma. What’s not to like?What do I need?  There are no prerequisites for this qualification.How long will it l ast?  1 year, taken at your own pace.Perfect for:  People who want to learn all the acronyms.Full Stack Bootcamp Diploma  For aspiring IT professionals… CompTIA A+ Technician Course If you’re looking to break into the world of IT, this is the course for you.Including modules in hardware, networking, mobile devices, operating systems, software troubleshooting, and more, as well as expert tutor support and exams â€" the CompTIA A+ Technician course will provide you with everything you need to become a certified IT professional.In fact, many of the biggest tech giants consider CompTIA A+ qualifications a prerequisite when recruiting for their IT staff â€" from BT to the U.S Department of Defence.Still not convinced? Becoming CompTIA A+ qualified could also land you jobs with lucrative salaries, starting at £25,000 with the potential to earn much more. What’s more, it’s completely self-paced, meaning you can easily fit it around your schedule.At the very least; you’ll learn h ow to fix an IT issue without having to turn it off and on again.What do I need?  Absolutely nothing (except, you know, an interest in IT).How long will it last?  Around 40 hours, taken at your own pace.Perfect for:  People who like fixing things.CompTIA A+ Technician CourseWhy study with e-Careers?e-Careers are an industry leading online training institution, offering accredited training courses from multiple awarding bodies.Not only are they dedicated to delivering up-to-date course materials that are accessible across a range of platforms, they also provide the option to study flexibly â€" at a pace that suits you.Other benefits of studying with e-Careers include:Affordable, all-inclusive prices â€" with payment plans to suit your budgetDedicated tutors available directly via phone, email and onlineAn easy to understand, step-by-step syllabusVisual presentations, quizzes and exam simulators to help make your course as interactive and supportive as possibleTraining videos led by e xperts within their fieldProgress tracking, completion reports, and downloadable certificates to help validate your learningWant to learn more about how a qualification could help your career?  Enquire now.e-Careers  support over 300,000 students across the world, helping them fulfil their potential and earn qualifications in everything from IT through to project management, accountancy and more. Reach your goals by taking an e-Careers course today.  Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the

How to Make B2B Marketing Successful on Social Media

How to Make B2B Marketing Successful on Social Media Capturing the interest of consumers online is packed with challenges, and  B2B marketing is a whole different ballgame. Agency recruiters are tasked with a unique combination of both agendas both attracting candidates and winning clients. Operating in such a saturated and competitive industry, recruitment agencies must have a strong B2B marketing strategy in order to cut through the noise of the  competition. Sometimes, the best way to develop the agenda is by  absorbing lessons from those who are leading from the front. Katie Canton  is the social media and content marketing function at  Informa Business Intelligence. Its part of the Wider Informa group, which has a range of news products, analyst products and database products surveying several key market sectors including pharmaceuticals, technology, maritime and financial. For them the emphasis is not so much about community size, but about community engagement. They do this by focussing on fleshing out interesting niche topics that will resonate with their target market and actually engage their audience. You can listen to her full guide to B2B marketing below, or just read on for a summary of her top takeaways! The challenges of B2B marketing One major challenge is that people are wearing their business hat while  they wear their sort of non-business hat. So its harder I think to get people to engage in a business-to-business environment on social, which is kind of a challenge. But the nice thing about where I am now is that business intelligence is a content business essentially, so we have loads and loads of really good quality content. And the easiest way to get someone to engage on social media is to give them something of value that they actually want to engage with. Whats your step-by-step guide to social and content success? Were very much in a process to get to where we want to be, but we started about a year ago and did a lot of research, so did a lot of auditing about our current social media state, competitor landscape obviously. Did a lot of customer surveys and customer research and a lot of customer visits to find out what people want from us. And then we had the joy of distilling all that information down. Well, first thing is deciding what we actually then wanted to get out of our social media activity because, like most businesses, we dont have loads and loads of people on our social media marketing team, so we cant just do everything for the sake of doing everything and being on every platform for the sake of being on every platform. Everything we do needs to be quite strategic and quite planned and make sure weve got a good effort to return ratio. So we took all that research, we had a lot of thought internalizing the marketing teams and the marketing teams and our product teams and the senior management team to come up with our overall objectives, which is that community focus. And then we had to come up with a plan of how we were going to do that and who was going to be involved. And a lot of that planning was done within the marketing team and the product teams. And then it was about implementing, for getting the right tools and to help us implement was a big part of that and training was a big part of that. So training the whole marketing team so that everybody knows about the importance of social media and content marketing, not just the social media and content marketers. And then another big part is training anyone in the wider business who wants to get involved in social. So thats something that were cur rently starting to roll out is making sure that our analysts and journalists and sales and client services are as upscale as they want to be on social media. And then, obviously, once we study implementation and then its report and review and tweak, and thats kind of what were in the process of doing now. So its an ongoing process. What  pitfalls should B2B marketers avoid? Pitfalls, lets see. I think in the beginning we were focusing on the wrong things. So in the beginning, the overall feeling was to just grow big communities and get the numbers up. And so thats what we were measuring against and thats what youre tracking against and thats what youre tracking against and thats whats where the goal was, and it just really wasnt working in a sense that we were growing but we werent getting any more visits from that, we werent getting any more leads from that, we werent getting much more than that other than that Twitter ticker going up. So I think a pitfall, I guess, to avoid is making sure that youre doing it for the right reasons and those reasons are in line with your overall marketing objectives and your overall business objectives, because theres no point in going off and trying to accomplish one thing on social media that actually doesnt move the business forward. How do you go about measuring ROI on social and content marketing? Essentially we can distil our social media metrics into three buckets. And one is community growth, one is engagements, and that includes lots of different things, and then the other one is moving those people from engagement through the funnels, so whether its visits to the site or whether its context or whatever that next step is. So all of our metrics fit into those three buckets. And then any time anyone within the business comes up with a suggestion of a piece of content we should be creating or different social network we should be joining, we need everything to come back to, A, the objective and if we can measure it. We need to have return for that effort, so everything needs to come back to those three buckets or the overall objective. Whats next? With all the different networks turning towards the more algorithm-based news feed and making it really hard for people and companies to continue to grow organically on any of these channels, I think if anyone can find a way to get around that or best that or utilize it better, I think lots of companies would pay lots of money for that. Follow Katie on Twitter  @katiecanton  and subscribe to the Employer Branding Podcast.

4 Ridiculously Expensive and Amazing Coffee Table Books

4 Ridiculously Expensive and Amazing Coffee Table Books Coffee table books are often seen as a pretense, a way of buying more cultural currency or pretending to be more sophisticated. Most of them sit around unopened, unloved. But, whatever we might think of them, some coffee table books are artefacts that have a great deal of cultural and historical significance. For that reason they often have a high price tag, as you will see from the list below Before They Pass Away by Jimmy Nelson Part of Assouline’s Ultimate Collection, a range of special edition and pricey coffee table books, Gaia is Guy Laliberte’s tribute to Mother Earth. Founder of Cirque du Soleil, Laliberte spent eleven days on the International Space Station taking photographs of the globe from 220 miles away. The breathtaking images, with their colors and textures, were an attempt at raising awareness (what he called a “poetic social mission”) of the water issues facing humanity today. Compared to the rest of the list, it’s also relatively cheap at $875. Are you a fan of coffee table books yourself? Which one is your favorite? Share it with us in the comments below or tweets us @mscareergirl!

Famous Boarding Schools And Their Myths - Career Geek

Famous Boarding Schools And Their Myths - Career Geek Boarding schools have played a prominent role in pop culture for decades. Thanks to the large number of writers and public figures who attended them as youngsters, they have taken on an almost dreamy romanticism. Almost everyone seems to have ideas about what particular boarding schools are like, but how many of them are based on reality? Malory Towers Enid Blyton’s fictitious boarding school for girls came to life in six books between 1946 and 1951. The heroine, Darrell Rivers, becomes embroiled in a variety of suitably innocent japes with her chums, all the while avoiding mildly strict authority figures such as Miss Potts or Matron. Despite Enid Blyton’s reputation for English primness, the author reputably enjoyed playing naked tennis. St Trinian’s More of a borstal than a boarding school, St Trinian’s is the antithesis of a reputable educational establishment. Its students drink, gamble, and smoke, and the teachers aren’t much better. Although the school was invented by English cartoonist Ronald Searle, it is a seemingly familiar place, thanks to a series of films made about it over the past six decades. The inspiration for St Trinian’s came from two independent girls’ schools in Cambridge â€" Perse School for Girls and St Marys School. Hogwarts With its stunning architecture and inherent magic, many people wish Hogwarts was a real school. Oddly, some really do believe it is real. This myth isn’t helped by organisations such as the Independent Schools Network Rankings, which announced that Hogwarts was Scotland’s 36th best Scottish educational establishment in 2008. Miss Cackles Academy for Witches Mildred’s boarding school for witches is situated in a stone castle on top of a mountain surrounded by forest. In reality, the setting for the school is Castle Coch, a 19th-century folly overlooking a busy A-road linking Cardiff and Pontypridd. Xaviers School for Gifted Youngsters Xaviers School for Gifted Youngsters was founded by Professor Charles Xavier for the purpose of training young mutants to control their powers. However, anyone who’s read the X-Men will know that the school is far from being a safe haven, as it seems to get blown up at least once every few years. Worse still, the mortality rate appears to far outstrip the graduation rate. With this in mind, it’s a good thing that the school doesn’t actually exist. Lowood Institute Jane Eyre has a particularly miserable time when she is sent to board at a charity school known as the Lowood Institution. The teachers are cruel, the rooms cold, the food revolting and the school-issued clothing thin. Somewhat sadly, this fictitious school was actually based on a real establishment attended by the author, Charlotte Bronte, and her sister. Cowan Bridge was a Clergy Daughters’ School, and the Brontes were forced to endure eating burnt porridge and being made to wash in freezing water.

5 Proven Tips For Productive Remote Working5 Proven Tips For Productive Remote Working CareerMetis.com

5 Proven Tips For Productive Remote Working5 Proven Tips For Productive Remote Working Remote working is only projected to become more common, with studies predicting that the majority of the US workforce will be freelancers before the end of the 2020s.Does your organization currently make use of remote work? Do you work remotely yourself?evalNo matter the current extent to which remote work affects your career, it’s something you need to be familiar with. At any point in the future, your organization or personal job role might pivot towards utilizing remote work. If that happens, it’s important to be prepared.Like almost every way of working, remote work can be carried out effectively or ineffectively.When executed properly, the benefits of remote workequip your team to produce results with greater autonomy. When executed poorly, remote work can be frustrating, demoralizing, and responsible for subpar results.So how do you ensure you make the most of the opportunity represented by remote work?Thankfully, you don’t need to reinvent the wheel. Simply follow these proven principles to help ensure remote work ends up being positive for you and your organization.1) Consult The Whole TeamWhile consulting your team is advisable in almost any situation, particularly during times of change, it’s especially important when it comes to remote teams.Why?evalOne of the key benefits of remote teams is the ability to make use of talent from across the world. People may be operating in different time zones and even countries. This represents a huge opportunity, but also requires careful management to avoid any issues arising.One of the main mistakes when managing a remote team is to assume that the way things are done in one location is the way they should be done in every location.Instead, before putting together process and procedure documents, it’s smart to consult the entire team on many different issues.Some of the key areas you need to consult your remote team on include:a) Time zonesevalevalIt’s essential to take into account the different tim e zones that remote team members might be operating in. Will every team member remain in a fixed time zone, or does your team include nomads who might move around? Are there times when everyone will be available for meetings, or will this prove impossible?b) CommunicationWhat are the methods of communication that will work for the whole team? Is it necessary to bring everyone together for a face to face meeting, such as on a video call? Or will it be possible to manage everyone via a text-based messaging app?c) LanguageDon’t assume that remote team members, particularly those working abroad, will have any particular level of language comprehension. Ensure you have a clear and up to date picture of the language capabilities of your entire team, and people can access materials and work in a language they are competent in.It might be tempting to simply impose rules and expectations on your team without taking the time to consult everyone.However, failing to consult the entire remote team at the start usually leads to problems down the line. Taking the time to do this at the start of a project usually saves a lot of frustration and inefficiency further down the line.2) Set Clear ExpectationsWhen a team operates from the same physical location, it’s a lot easier to convey expectations.In an office where everyone works face to face, expectations are communicated both intentionally and unintentionally. Newcomers can consciously and subconsciously model the behaviors of those around them.When it comes to remote teams, it can be harder to set expectations. This issue can be magnified by cultural differences when team members are dispersed across the globe. Punctuality isn’t seen the same way in every country, to give just one example.Given that mismatched expectations can cause a lot of problems for remote teams, what are some ways to avoid this issue before it crops up?a) SOPsevalWhen your team is working remotely, they don’t have the option to walk over to a colleague’s desk and ask about the best way to do something. Equip your team with clear, well-produced standard operating procedure documents to ensure things are done the way you want. Video demonstrations work well in conjunction with written documents.b) Clear rulesevalTo avoid any misunderstanding, you need to be crystal clear when it comes to rules. If something is time-sensitive, be precise about it. For example, if you expect your remote team to respond to emails within 24 hours, be precise about that number. Don’t use a word like ‘promptly’ and expect everyone to have the same understanding of it.c) Soft expectationsDepending on the nature of your work, you might need to set guidelines about the softer, or less tangible aspects, of remote work. For example, should internal and external communications be formal or informal? For team video calls, is a certain dress code required? Only leave to chance the things you don’t care about.Don’t make the mistake of assumin g expectations will be obvious in the way they would in a real office.Make things easy for your remote team. Set unambiguous expectations, and be a supportive coach who helps your team meet them.eval3) Choose Appropriate ToolsChoosing the right tools and apps is important for any organization. For remote teams, it’s even more vital.There are a lot of things to consider when choosing the right tools for your remote team. If you choose the wrong tools, you risk frustrating your team, leading to inefficient or substandard output.Choosing the wrong tools, and switching away from them, is also costly. You waste time, money, and other resources while your team switches from one way of working to another.Given the consequences of choosing badly, how do you choose apps that will help your team to work in the best way possible?a) ScalableToo many organizations choose the tools their remote team will use without thinking ahead to the future. If you need to add members to your remote team, w ill your chosen apps support this? Is it possible to scale up or down as your needs adjust? Is the cost of scaling up reasonable when compared to other apps?b) SecureWhen your team is remote, security becomes even more important than ever. You need to choose an encrypted communication platform, to give just one example. Security breaches can cost your company money and damage its reputation. Always make security a consideration when evaluating a potential remote work tool.c) SuitableChoosing an app for your remote team requires you to keep the whole team in mind. Think about the level of skill team members have and if it will be difficult to train them. Ensure that any app or tool will be compatible with the devices your team members have access to. Match the feature set of any software or tool with the essential and desirable features your team needs to make use of.As a general rule, try and keep the number of tools used by your remote team to the minimum.If in doubt, consider whic h tools are used by other, similar remote teams and whether they might work well for your organization.4) Encourage CommunicationWhen people are working in the same physical space, a certain level of communication is unavoidable. Proximity necessitates people to communicate, and being around your colleagues leads to plenty of opportunities for spontaneous discussion.If your team is remote, communication can’t be left to chance. People might feel unsure of how or when to communicate, leading to problems left unsaid and ideas left unspoken.Seeing as a lack of communication, or ineffective communication, can lead to so many negative outcomes, how can you aim to ensure your remote team communication is as smooth as possible?a) RegularityMake it clear how often people need to check-in and communicate. If you want a certain frequency of updates on work, make that clear. If people are expected to respond within a certain timeframe to external or internal comms, put that down in writing. Where possible, don’t impose these rules, but seek to get consensus and input.b) Line managersJust because a team member is working remotely, it doesn’t mean they won’t run into personal problems. In a face to face office, it’s easy to seek out a trusted superior and open up about problems. With a remote team, it can be less obvious to know who to turn to when support is needed. Consider giving every remote team member a clear point of contact if they are sick, struggling, or facing some other difficulty. It’s not only the right thing to do morally, but it also helps prevent people from vanishing when things get tough.c) Positive reinforcementSometimes, remote organizations claim they want a communicative culture, but do little to encourage it. To help your team communicate openly and supportively, be sure to practice positive reinforcement. Set a positive, friendly tone. Respond well when people speak up with problems they are facing. Once team members see that communicat ion is not only asked for but rewarded, they will communicate far more freely.While effective remote team communication isn’t something that will occur automatically, it’s not too difficult to foster it.Adopt a growth mindset, and expect to learn and improve as you go. Remote work is a relatively new way of doing business, so give yourself and others time to learn and adjust to it.5) Nurture Remote CultureCulture is one of the hardest to pin down areas of business.Almost everyone you ask about culture will talk about how important it is, but far fewer people will be able to describe what a good culture looks like.When a team is working on a remote basis, culture becomes even more of a challenge. How do you create an effective company culture when people aren’t in the same place, and might never meet?While it might seem difficult on the surface, focusing on the following ideas can help you to create a wonderful remote work culture:Proactive support. In an office, it’s easy to see if someone looks a little down, distracted, or demotivated. When that person works remotely, it can be less easy to spot problems people are having. Give people the space to seek support and be supported. This could involve one to one meetings, a mentorship program, or other forms of nurturing and developing people, even when they work remotely.Celebrating wins. In an office, positive results spread through the team naturally. Remotely, this might not be the case. When something goes right for your remote team, be sure to celebrate it. Acknowledge and celebrate both team and individual excellence. This creates a positive remote work culture that boosts morale and leads to people producing their best work.Replace face to face. A lot of the benefits of face to face work culture can be replicated remotely, with a little creativity. For example, high-definition video calling is almost as good as being in the same room with everyone. Watercooler talk can be recreated remotely, eithe r on voice or video calls or even through a dedicated area of your work chat app. Don’t assume that anything is automatically lost due to the decision to work remotely. Instead, seek to recreate it where possible, even if it looks a little different.While the ways we work may change, the importance of a strong organizational culture will never go away.Creating an effective work culture remotely isn’t better or worse than doing it face to face. It’s just different.Be realistic about the importance of creating a superb remote work culture from the get-go, and reap the rewards further down the line.Productive Remote Working â€" A SummaryHopefully, you now feel empowered to face the challenges posed by remote working, and unlock the full potential of this revolution for your organization and team.In summary, keep in mind the following five points:Consult everyoneSet expectationsChoose the right toolsEncourage communicationNurture remote company cultureDo you have any insights to s hare about remote working?Have you been part of a remote team that has worked effectively, or do you have any pitfalls to avoid?Feel free to leave a comment and share your take on how remote work is best carried out.

When the organization is facing tough times, focus on relationships - The Chief Happiness Officer Blog

When the organization is facing tough times, focus on relationships - The Chief Happiness Officer Blog How do you keep employees?happy during a crisis, when?outside circumstances create uncertainty and fear for the?workplace? Douglas Robar, one of our awesome Woohoo Partners, has some excellent reflections on this: Sounds like for many employees the anxiety from the fear of change, the unknown, and of people they dont know pulling the strings of their futures will be very real. Personally, I would treat this more as a pastoral counselling situation. How can you care for your people through this unsettled time? In happiness terms, this is a time to focus on relationships. The employees (especially those on the lower levels) will want to talk. Perhaps organize meetings in small groups to talk openly about anything they wish to talk about. Speak honesty about the situation (the good, the bad, what you know, what you dont know, etc.) and as you can, be fully transparent about your and the boss motives and feelings and hopes. The idea is to build relationships with and among the employees, which is often much easier to do in the tough times when people will be more eager to share their lives and not just our jobs. Speak of fear and doubt, offer support and encouragement and strength to one another. The poncho exercise might work well to conclude such a meeting, to cement the reality that each has real worth and are bound together. Relationships form in crises. Foster that. The results and the foundations for an even happier workplace are being laid even now my friend. This is not only great advice, but it also fits perfectly with the science that shows that?social support is especially important for us when we face uncertainty or external threats. Unfortunately we are working against our natural tendencies here. When people face some sort of threat or crisis, we often react by becoming more selfish and by closing ourselves off to others the exact opposite of what we need. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Dont be overwhelmed by your job search resolutions; try this instead -

Dont be overwhelmed by your job search resolutions; try this instead - Are you ready to get started on your New Years resolution? Before you get in too deep and set yourself up to fail (because, isnt that kind of part of setting resolutions waiting to see how long it takes to break them?) â€" think about a new approach to goal setting: one that may change your approach to resolutions and goal setting forever. Oliver Burkeman wrote an article for Newsweek where he suggests eschewing the grand gestures and promises to turn over a brand new leaf. Luckily, Burkeman doesnt leave readers without any hope for change at all. Instead, he suggests, If you must make resolutions, its preferable to make tiny individual ones, repeatedly throughout the year, rather than multiple, ambitious ones at the start of it. He references research from psychologists Teresa Amabile and Steven Kramer, collected from hundreds of American employees that concludes, regular minor accomplishments- small wins-contribute much more to happiness than do occasional, bigger ones. Luckily, choosing small wins â€" or baby step resolutions â€" can work for just about any goal, including career goals. You want to earn a raise? What baby steps can you take towards making the case for more money? Begin to look for opportunities to volunteer for special projects so you can get noticed. Start seeking continuing education opportunities to fill in possible skills gaps. Your small goal can be to identify classes and your next step will be to actually take the course. Plan to talk to one person per week who doesnt already know you at work. Every person you meet is a potential ally for your career plans. Make a point to continue to grow and expand the number of people who know, like and trust you. Make a point to identify one win every week: what are you doing well; what are you proud of this week? (Lucky for you, accomplishing any of your other small steps can count for this step, so you cant lose!) Maybe your big goal is to be happier at work. What small steps can you take to help that become a reality? Are you always feeling stressed and busy? Consider coming in early (before the boss and your colleagues) to get some work done before the day gets started. Your small-step goal can be to come in five or ten minutes early every day. Thats almost an hour of extra time to get things done in a week! Make an effort to find a new friend at work. Studies show that people enjoy their jobs more when they have some allies at work. If you dont have any friends, identify one or two likely candidates and invite them to lunch or coffee. Adjust your own attitude. Convince yourself that being happier at work will be useful for you and stop dwelling on anything thats stressing you out. Your small step goal can be to make a point to smile more every day. What if what you really want is a new job? Instead of a potentially overwhelming resolution such as, Get a new job, consider a series of smaller resolutions: Spend 10 minutes a day building a new resume. Start out by listing your skills and accomplishments. By the end of the week, youll be well on your way to a new resume! Take 15 minutes a week researching people you know who can give you information you can use to make a change. Write down one thing every day that can help you get a new job. (For example, a skill you enjoy discussing or a special accomplishment that youre proud to share.) When you take small steps every day instead of making an effort to accomplish something big in one swoop, it will be more difficult to give up on your goal. Lets face it, you know you can do one small thing every day or every week. Now, convince yourself that those baby steps can make a big difference and get started! photo by vpickering