Going gray Will silver hair hurt or help your career

Going gray Will silver hair hurt or help your careerGoing gray Will silver hair hurt or help your careerHelen Mirren, Christine Lagarde, Ruth Bader Ginsberg, Jamie Lee Curtis. They each long ago went gray, and the move hasnt hurt their iconic careers.A little gray hair might even be a new fad, as Glamour reports that Jessica Biel and Katie Holmes dont hide and dye their gray, while 32-year-old Chrissy Teigen recently tweeted I have a skunk like streak of grey hair and Im actually very into it. My Cruella dreams are coming trueBut in the workplace for the rest of us, it is up for debate whether a full head of gray hair is a nod to the longevity of your professional career or a hindrance. The stigma of age is undeniable for women leaders culturally and professionally.But yet, the color of a woman leaders hair does not have anything to do with anything. Were not spending much time discussing whether or not the male CEOs are covering up their gray roots.Yes, blatant age discrimination is illegal, but mora subtle age bias arrives in a swath of instances. Still, many women are choosing to go all gray, white or silver, as a nod to their natural state.Women are realizing that they dont have to cover something up that they would have previously felt pressure to cover, Hairstory colorist Julia Elena told Allure. In the past, getting wrinkles or gray hair was considered a bad thing, and I think people are less concerned with the signs of aging than they used to be.That would be a relief. A vintage ad for Wyeths Sage and Sulphur had the headline, Gray hair cost her her job She was willing and capable, but gray hair made her look old and slow. A younger woman would work more snappily, was the verdict.Hopefully, we have come a long way. Yet, ageism in the workplace is a reality for all women.Age discrimination is an open secret like sexual harassment was until recently, Victoria Lipnic, the acting chair of the Equal Employment Opportunity Commission, recently told ProPublica .The good news is images of older women sporting gray manes is more common in advertising for a broad range of fashion offerings, including the brand, Athleta, marketed to women 35- 55 years old. The brand shuns the norm of young, very thin models and shows women of all ages and sizes. This may be trickling into the culture to make hair color choice a non-issue.Hairstylist Lorraine Massey, author of Silver Hair Say Goodbye to the Dye and Let Your Natural Light Shine A Handbook, recently told ABC7, I think we all have a little dysmorphia when it comes to our hair.That may have to do with subtle and overt ways of interacting with women leaders in the workplace.No matter how supported they are early on, and no matter how great the companys parental leave policies are, if women arent able to look at company leadership and see older women, women who have stayed the course and built their own careers, younger women wont have role models to emulate, Kejal Macdonald writes in Marketwatch. W ithout seeing older women being celebrated in the workplace, how will they see a future in which theyll be valued?This article first appeared on Fairygodboss.

Customize this Professional Business Analyst Resume Sample

Customize this Professional Business Analyst Resume SampleCustomize this Professional Business Analyst Resume SampleCreate Resume Ralph Jensen100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234emailexample.comProfessional SummaryInnovative Business Analyst skilled at enhancing and optimizing geschftlicher umgang processes to ensure growth and success. Experienced with analyzing internal workflow process to identify areas of enhancement, developing and implementing geschftliches miteinander development plans, and assessing geschftsleben requirements. Specializes at optimizing functional unit management.Core Qualifications Interdepartmental coordination Process analysis Business system enhancement Workflow optimization Business plan development System design Teamwork oriented OrganizationExperienceBusiness Analyst, August 2009 to PresentCityland Mechanical- New Cityland, CA Coordinated between departments to facilitate a cohesive geschftliches miteinander approach Identified c ompany processes suited for workflow optimization or enhancement Analyzed internal company systems and proceduresBusiness Analyst, March 2005 to July 2009Cityland Mechanical- New Cityland, CA Assisted in defining and optimizing customer business processes and procedures to facilitate service Assessed and interpreted company data and conducted statistical analysis to discern procedural efficiency Determined company requirements and explored opportunities for technological upgrades and system enhancementBusiness Analyst, January 2000 to February 2005Aeros Technical- New Cityland, CA Analyzed internal business processes, functional unit management and operational workflow to determine areas for enhancement and optimization Developed and implemented business plan updates and formulated new business goals Assessed operational business requirements, identified opportunities for limitation and enhancementEducation2000 Bachelor of Science, BusinessSan Diego State University San Diego, CACus tomize ResumeBusiness Analyst Resume Questions1. Which skills are the best to list on a business analyst resume?Business analysts are ever more valuable in every industry as we enter a continued age of technology, automation, and consolidation. Focus your skills on the talents needed to help companies understand their inner workings and how to improve processes, tools, and systems for the evolving business landscape.These skills can include business process analysis, continuous improvement, data analysis, and trend identification. For further inspiration, check the list of skills in our business analyst resume sample and review skills sought in your target job advertisements.2. How do you list education on a business analyst resume?Keep your education as short as possible to leave more room for your work history and accomplishments. The education section should occupy the very bottom of your resume and should consist only of your relevant degrees and training.By relevant, we mean ed ucation related to your target job. Your macram class might not matter, but your business analytics software certification will. List everything in reverse chronological order, with simple formatting like weve demonstrated in our business analyst resume sample.3. Whats the best resume vorlage for a business analyst resume?In a business analyst role, youll rely on your ability to see patterns and organize them into something comprehensible to all levels of management throughout the business. Demonstrate this talent with a well-organized, achievement-based resume template that relies on modern styles and a more corporate look and feel.For a basic idea of resume organization, take a look at our business analyst resume sample and the sections depicted in the example. You can also take a look at our resume builder and say no more writers block by walking through the steps of resume design.4. What do you put on a business analyst resume for your first job?If youre fresh on the job market, you may fear competing with more experienced candidates with documented work history. Theres no need to fear all you need to do is demonstrate intelligence, excellent analytical skills, and a willingness to learn. Employers value go-getters capable of building quickly from a new start.You can also rely on the strengths of your opening summary and skills section to sell your value. Describe what makes you a great candidate for the job by discussing work ethic and other core skills. For an example of a great summary, try our business analyst resume sample.5. What should you do to make sure your business analyst resume makes it past an ATS?The first barrier youll face in job searching is keyword optimization. Keyword optimization refers to the necessary balance of natural content to searchable keywords essential to passing an ATS, or Applicant Tracking System. These systems algorithms check your resume for keywords relevant to the job, score your match percentage, and either reject yo ur application or pass you to the next stage of screening.Use a skills section like the one in our business analyst resume sample to improve your chances. Review target jobs for necessary keywords, and integrate them in this section. Adapt them as needed for each application.

Boost your Company Brand with a Brandful Workforce

Boost your Company Brand with a Brandful WorkforceBoost your Company Brand with a Brandful WorkforceBoost your Company Brand with a Brandful Workforce Gometz, author of The Brandful Workforce How Employees Can Make, notlage Break Your BrandEvery employee matters, especially when running a small business. A single employee could be responsible for bringing enormous success to your business. Or one employee could bring you down.Why not motivate your employees to work FOR your company brand, ratherbei than against it, by cultivating a brandful workforce?How It All BeganThe brandful workforce approach was developed as a practical guide to help business leaders better engage employees with the products and services they help deliver every day. It was informed through my own career journey, working for both small and large organizations, private, public and non-profit.fruchtwein recently, I was in charge of employee engagementat JetBlue Airways. My colleagues at other companies used to ask me How do you get your employees to be such fantastic brand ambassadors?It wasnt something that JetBlue purposefully platzset out to do. It was the result of a successful business. Yet there wasnt a recipe that others could easily follow. So I took it upon myself to figure it outLets look at how you can create brandful employees for your business and your company branding.Building a Brandful WorkforceStart with your product or service. After all, who will want to promote something that they dont personally believe in?One common mistake small business owners make with employees is not defining and communicating the consistent delivery of the business. What does it look like? If you dont know, then how will your employees?Help them understand the details of your business, your company brandand especially your customer promise.When your employees understand your business, your customer promise and their role in how to deliver it, they can get to work promoting your brand. In fact, the y may even exceed your expectationsCreate Brandful Communication ChannelsThe next step in creating employee brand ambassadors is giving them the means to go out and promote your brand. I call these brandful channels.These include tools and resources such as social media, swag, celebratory events, and community volunteer efforts that spread awareness of your business.Remember not everyone is going to want to engage in social media, so its helpful to offer your staff some other branding options.For example, you may have an employee who enjoys the backstage planning of an event. Or another employee may be athletic and can represent your business in a marathon.The brandful channels approach provides opportunities for everyone to participate in amplifying your brand in a genuine and authentic way.Recruit to Build your Company BrandingSome small businesses find it hard to compete for talent with larger organizations. Yet there are a few areas where you can favorably recruit top talent by accentuating your unique brandOffer a jack-of-all-trades employee experience. Employees can learn and be involved in many aspects of the business, rather than be narrowly focused on a specified role within a larger organization.Provide a family feel and local culture as opposed to a larger, bureaucratic environment.Give employees the opportunity to make a direct and meaningful impact on business successKeep in mind that brandful candidates care less about salary (as long as its within a reasonable range) than the quality or purpose of the job.If salary negotiationbecomes difficult during the recruiting process, the candidate may not be the right fit for your business.Heres a quick checklist to help determine if your job candidate is brandful-mindedDo they love or use your products or services?Do they know how to talk about your products or services?Do they have fresh ideas about how to expand or improve your business?Do they act like owners, or are they simply looking for a paycheck ?Do they give you honest - and helpful - feedback?If you answered yes to most of these questions, youre well on your way to building a brandful workforce of your ownAuthor BioJulia Gometz is the founder of The Brandful Workforce, a company that advises organizations on how to build a workforce that can work for the brand, rather than against it. Her book, The Brandful Workforce How Employees Can Make, Not Break Your Brand, introduces the first roadmap for organizations on how to create and sustain the brand internally. It also inspires individuals to be part of an organization whose products or services truly match their passions.Gometz is a global thought leader and practitioner in people strategy with a focus on how employees best contribute to bottom-line business results.Prior to her current venture, Julia successfully built and led three critical People functions at JetBlue Airways over her eight year tenure Employee Relations, People Analytics and Employee Engagement. An exp ert in making people the top competitive advantage for any organization, she has collaborated with colleagues at Fortune 100 and Fortune 500 companies, as well as public and nonprofit organizations.Boost your Company Brand with a Brandful WorkforceBoost your Company Brand with a Brandful Workforce Gometz, author of The Brandful Workforce How Employees Can Make, Not Break Your BrandEvery employee matters, especially when running a small business. A single employee could be responsible for bringing enormous success to your business. Or one employee could bring you down.Why not motivate your employees to work FOR your company brand, rather than against it, by cultivating a brandful workforce?How It All BeganThe brandful workforce approach was developed as a practical guide to help business leaders better engage employees with the products and services they help deliver every day. It was informed through my own career journey, working for both small and large organizations, private, pub lic and non-profit.Most recently, I was in charge of employee engagementat JetBlue Airways. My colleagues at other companies used to ask me How do you get your employees to be such fantastic brand ambassadors?It wasnt something that JetBlue purposefully set out to do. It was the result of a successful business. Yet there wasnt a recipe that others could easily follow. So I took it upon myself to figure it outLets look at how you can create brandful employees for your business and your company branding.Building a Brandful WorkforceStart with your product or service. After all, who will want to promote something that they dont personally believe in? One common mistake small business owners make with employees is not defining and communicating the consistent delivery of the business. What does it look like? If you dont know, then how will your employees?Help them understand the details of your business, your company brandand especially your customer promise.When your employees understa nd your business, your customer promise and their role in how to deliver it, they can get to work promoting your brand. In fact, they may even exceed your expectationsCreate Brandful Communication Channels The next step in creating employee brand ambassadors is giving them the means to go out and promote your brand. I call these brandful channels.These include tools and resources such as social media, swag, celebratory events, and community volunteer efforts that spread awareness of your business.Remember not everyone is going to want to engage in social media, so its helpful to offer your staff some other branding options.For example, you may have an employee who enjoys the backstage planning of an event. Or another employee may be athletic and can represent your business in a marathon.The brandful channels approach provides opportunities for everyone to participate in amplifying your brand in a genuine and authentic way.Recruit to Build your Company BrandingSome small businesses f ind it hard to compete for talent with larger organizations. Yet there are a few areas where you can favorably recruit top talent by accentuating your unique brandOffer a jack-of-all-trades employee experience. Employees can learn and be involved in many aspects of the business, rather than be narrowly focused on a specified role within a larger organization.Provide a family feel and local culture as opposed to a larger, bureaucratic environment.Give employees the opportunity to make a direct and meaningful impact on business successKeep in mind that brandful candidates care less about salary (as long as its within a reasonable range) than the quality or purpose of the job.If salary negotiationbecomes difficult during the recruiting process, the candidate may not be the right fit for your business.Heres a quick checklist to help determine if your job candidate is brandful-mindedDo they love or use your products or services?Do they know how to talk about your products or services?Do they have fresh ideas about how to expand or improve your business?Do they act like owners, or are they simply looking for a paycheck?Do they give you honest and helpful feedback?If you answered yes to most of these questions, youre well on your way to building a brandful workforce of your ownAuthor BioJulia Gometz is the founder of The Brandful Workforce, a company that advises organizations on how to build a workforce that can work for the brand, rather than against it. Her book, The Brandful Workforce How Employees Can Make, Not Break Your Brand, introduces the first roadmap for organizations on how to create and sustain the brand internally. It also inspires individuals to be part of an organization whose products or services truly match their passions.Gometz is a global thought leader and practitioner in people strategy with a focus on how employees best contribute to bottom-line business results.Prior to her current venture, Julia successfully built and led three critical Pe ople functions at JetBlue Airways over her eight year tenure Employee Relations, People Analytics and Employee Engagement. An expert in making people the top competitive advantage for any organization, she has collaborated with colleagues at Fortune 100 and Fortune 500 companies, as well as public and nonprofit organizations.