5 Essential Steps to Develop Your Team

5 Essential Steps to Develop Your Team When I first became a manager, I really struggled with figuring out the best way to develop my team. I was so used to doing it all myself, that I didn’t realize that I had to unlearn a few of the “best practices” that had gotten me to the next level. I soon realized that as a manager, your teams’ success equates to yours. And not only that, but your ability to inspire and develop people is actually critical to your own future, as the higher you climb up the leadership ladder, the more you depend on the success and strengths of others to achieve key objectives and goals. So, whether you’re on-boarding entry-level hires or working with a long-standing team, here are five “don’t miss” steps that managers of all experience levels can use to develop a strong, cohesive team. 1) Ensure that each person truly understands their role. Many employees know the basics of what their role entails, but do not have an in-depth understanding of it. Oftentimes, people get hired, onboard, and start working without anyone having taken the time to clearly spell out what they are fully expected to do or how their role fits into the success of the team and company. Take the time to meet with each person and do a thorough briefing. Be sure to ask them how they perceive their role, detail what the expectations are, discuss their career goals, and outline what needs to be achieved to accomplish those goals. A clear understanding of one’s role and a definitive roadmap to advancement are essential to development. 2) Provide training and development tools. Based on the individual’s current skill sets and abilities, customize training to ensure they understand how to be successful in their current role at your company. Then, continue to offer additional development tools, classes, trainings, and assignments to build upon their experience and shape their competencies for a future role. 3) Step away and let them do their job. Many managers struggle with trusting their team to get the work done. We are all very busy, so as managers we think the job will get done better and quicker if we just do it, right? Not, exactly.  No one will benefit from that behavior.  For me, this was the toughest part of becoming a manager. I trusted my team, but I always thought that if I kept taking things on, I was helping them, when in reality it actually had a negative effect on them.  I was not letting them do their job, and I was getting burnt out from trying to do too many things at once. The tendency to be a high performer through personal productivity is a skill that enables managers to get to a manager role, but has to be unlearned as work is done through your people. Be sure you’re people are trained, know the expectations, then let go, and let them handle it. You’ll need to be available and provide supervision, but the more you trust them, the more confident they will become. Empower them to make decisions and to handle the responsibility of their roles. 4) Meet with team members regularly to discuss goals. Development won’t happen without accountability. Provide a regular check-in where monthly goals are reviewed and new goals set. Be sure to celebrate success and to provide honest feedback on areas where progress needs to be made. Each employee has different learning curves and styles, so be sure to customize the approach to fit their style. Remember, their success is your success, so create a supportive, open, honest environment where feedback is appreciated, and make it clear that their improvement impacts their success. Many managers shy away from giving constructive feedback as they do not want to offend their employees, but what some managers do not understand is employees yearn for constructive feedback. It is imperative that they know what continuous improvements they need to make so they can meet their goals. Before wrapping up your meeting, clearly articulate what they need to work on for the next time. Being vague will not benefit either party, as people cannot develop wha t they cannot measure. 5) Game plan for their growth. As much as you need your team intact and functioning well, it’s your job to make sure you are developing people who can advance to the next leadership level. Not every team member will have that potential or even desire a promotion. But for those who do, focus on providing stretch assignments, reviewing the challenges and expectations they will face at the next level, and measure their development progress. Don’t be afraid to let go when they are ready to move up. Many managers make the mistake of developing people who are “almost there” and then never allow them to move on because it disrupts the team. Be proud of their success, and celebrate that you helped them get there. Development is a continual process and, if done across the organization, it ensures a steady flow of leaders moving up through the organization. The last thing I want to emphasize is a caution. None of this will work if you don’t focus on building trust among your team. Your team needs to know they can trust you. Treat them with dignity, respect, and let them know that they are each valuable. If they know their success matters to you, they will respect your development feedback and reward you with the effort of improvement. And that’s one of your most important responsibilities as a manager â€" one that can be very rewarding as you help people achieve their personal best. Author:  Donna DeCosta  is a Strategic Director for Seven Step RPO. She has more than seven years experience in the RPO industry, and currently oversees large, high-volume accounts while providing strategic consulting to client stakeholders. Donnas expertise includes team building, client relationship development, mentoring, and operational delivery. Image credit: Shutterstock

How to Increase Business Productivity While Protecting Personal Down Time

How to Increase Business Productivity While Protecting Personal Down Time It seems that no matter how many time-saving technological advances that come along, there is always a shortage of time. Not enough time to get things done. Not enough time to do the things you really want to do. There is certainly not enough time to get through everything on your to-do list. Yet, you still need to perform and remain competitive with a sense of a work-life balance. Time management is a necessary skill for anyone who wants to be competitive in their industry, and it is a must for those who want to enjoy a fulfilling life. Fortunately, there are steps you can take to gain control over your business life and your personal life. In fact, making time for both is key to success. Ways to Get the Most out of Life Business Schedule Work and Play There are few business professionals who do not schedule their workday. You have things you must get done, and the best way to make sure that happens is to schedule your tasks. But a number of leading professionals also recommend scheduling your downtime. Some business professionals claim that  keeping your commitments  to activities like sports, hobbies and maintaining your relationships is what makes it possible for you to keep your work commitments. Get Enough Sleep The image of the tireless titans of industry still looms large in the collective consciousness, especially among business professionals. Unfortunately, following in the footsteps of these mythic figures can have serious negative impacts on both your productivity and your health. Science is clear on the need for quality sleep in adequate quantities. You will perform better if you are well rested, and you will definitely think more clearly. Avoid Multitasking Being able to juggle while walking a tightrope is certainly impressive. However, if you want to juggle really well, or walk the tightrope flawlessly, you will need to do one at a time. Research demonstrates that trying to tackle multiple tasks at the same time, or switching rapidly from task to task, does not produce the same quality of work as doing one task at a time. Deep focus on one task to allow yourself to become fully immersed in what you are doing to lead to results you can be proud of. Timebox and Guard Those Blocks at all Costs When you have important projects to tackle, schedule time blocks of two to four hours to focus intently on what you are doing. Shut out all possible distractions â€" turn off your phone, shut down email notifications, lock the door and put a sign up that you are not to be disturbed unless it is a genuine emergency. Redefine what Balance Means Daily Your life is always in flux. What was most important one day may not be most important the next. While you want to continue to work on your overarching goals, achieving a sense of balance requires reassessing and redefining what balance means to you day by day. Instead of locking yourself into priorities that may not serve you all the time, allow yourself to be more flexible. Set a Timer There will always be tasks that you do not want to do, and will probably avoid if you can. These types of tasks are often best tackled in small increments. Set a timer for a time that seems relatively easy for you.   10 minutes, 20 minutes, something that does not scare you away. Start the timer and work on the undesirable tasks.   Allow yourself to stop as soon as the timer goes off. You can set another timer and do it again after a short break. Or you may find that you just keep going. Starting is often the hardest part. Compartmentalize It is normal for your mind to be drawn to stressful subjects, but thinking about work while at home, or home while at work, makes it hard to get the most out of where you are in the moment. Many professionals find it useful to compartmentalize their thoughts. When you hit the office, focus on the office. When you go home for the day, focus on the part of your life that is not work-related.

Send 4 words that sound nice when spoken, but not in email

Send 4 words that sound nice when spoken, but not in email By Will Schwalbe Some of the most polite things people say can take on a totally different character when you write them in an email or in an IM or text message. Here are some examples. 1. Please We are taught from an early age to say please when we ask for things. Can I have some milk doesnt, in most houses, get milk to the requester. It has to be, Please, can I have some milk. (In the home of an English teacher, it would need to be, Please, may I have some milk, but thats another matter). So we are conditioned to believe that please is a polite word. And it can be, when its said politely. But its also often used in a preemptory, scolding, or sarcastic tone. Please remember usually has the implication of, Youve been told this before. Why cant you remember? Is it so hard? The same goes for Please make sure to. or Please dont forget or, basically, the word please with any command other than something obviously and overwhelmingly positive like be my guest or help yourself or stay as long as you like. Curiously, in the very informal research my co-author David Shipley and I conducted, we found that the abbreviation pls doesnt carry this scolding tone. But, as with all abbreviations, its clearly more appropriate for casual communication. 2. Okay and fine These usually sound upbeat in speech but deflating in print. We live in a culture of hyperbole, and both words have suffered from it. In email, great equals fine and good equals okay. So its a good idea to make the substitution if you dont want to disappoint. This is especially true when the words appear alone. If you write someone a long and detailed proposal and get back one word, and that word is fine or okay, it appears to be anything but. And who can forget the immortal phrase Fine, ferget it, from the Travolta/Winger classic Urban Cowboy? The exasperated way it was said is exactly how it looks on a screen. 3. Thank you The problem with thank you comes not when you use it after someone has done something for you, but when you use it before the person has done the thing. When you thank someone in advance, its really a command disguised as premature gratitude. So, Thank you for bringing the donuts to the meeting is nice if the meeting has occurred and the donuts were brought. But its galling to be thanked if the meeting is yet to take place, and really infuriating if the meeting has taken place and you were supposed to bring the donuts and forgot. Then its pure sarcasm. Will Schwalbe is the co-author with David Shipley of Send: The Essential Guide to Email for Office and Home.

The Evolution of Work Mobile Communication Marla Gottschalk

The Evolution of Work Mobile Communication Marla Gottschalk I never knew exactly what George Jetson did for a living but what I did know was that his boss, Mr. Spacely, could communicate with him from just about anywhere. This didnt seem like such a good thing at least how it was portrayed at that time. But I am slowly changing my view. In our world, the tools may be different, but the theme remains. Mobile communication was inevitable, and it is permeating our workplace. It is up to us to weigh in, manage the weaknesses and maximize its potential.Mr. Spacely may have abused his technological privileges, by brow beating his employee with counter-productive exchanges, but mobile doesnt have to be a dirty word in the workplace. Many seem worried that the human side of work will suffer greatly, and that the quality of our work lives will plummet. I am not quite that concerned. Finding Balance With any innovation, there is an adjustment period while people struggle to integrate the product or process into everyday life. Integrating mobile effectively with work may be particularly challenging because of the possibility of intrusion it is an obvious downside. Of course, we should be concerned about the inherent downfalls of a technologically jammed life. There has been continued sentiment to contain the boundaries of work in an effort to improve the overall quality of our lives. However, containing work may have never been a viable goal. (Although the parameters of those boundaries and the definition of quality will vary by the individual.) I cant seem to confine my thoughts concerning work to my desk, and Im not sure that I would want to. We are bound to think about our work and its challenges outside of the office when we are commuting, eating dinner or watching a movie. That is not a bad thing but how we utilize mobile to capture how we function as thinking people productively, is key. Simply because technology will allow our work lives to expand does not necessarily dictate that it   becomes a 24/7 operation. We have to manage technology and not the other way around. It is an opportunity and not a sentence. We are learning that to excel, organizational cultures must emphasize openness and collaboration, and if technology contributes to that cause, its a win-win situation. Helping employees become more effective through mobile should be a priority but this is not a race it is a process. Mobile could tax us further and contribute to our downfall, but there are situations where mobile just makes a lot of sense. Its already in our pockets. So why not try. A natural fit: Idea management collaboration Developers are challenged with the task of determining what really translates into mobile and what simply doesnt work. Mobile doesnt seem to be suited to duplicate a PC desktop however, with certain workplace challenges the advantages are there. As explained by Benjamin Robbins, Principal at Palador, If there is one aspect that a mobile device should greatly excel at over a PC, it is collaboration. Robbins is really putting this notion to the test. He has made the committment to use only his mobile device, and the adaptations which he creates for an entire year. (Read about his journey here). The purpose of this exercise is two-fold. Not only does he want to explore what can be done with a mobile device but what cant be done effectively, as well. As he explained, there is a natural fit between mobile and functions of work such as brainstorming. With mobile this is an anytime proposition, so you dont have to be at your desk to create. The idea that you can share notes and ideas with colleagues, across time zones and brick mortar walls is key. Robbins explains that, Discovering what aspects of mobile that can enhance virtual learning is key. He goes on to explain that we could view mobile as a workplace classroom without boundaries. There are endless possibilities for idea sharing and the visualization of those ideas with mobile. Picking up the communication slack Some mobile communication tools are born out of a strong need in the workplace.  LUA, for example, the brain child of Michael DeFranco and his team, has an organic feel both in its inception and implementation. A recent graduate of the  TechStar  start-up accelerator program, DeFranco explained to me that LUA developed because of a gap in the communications market. Designed for fast paced, field-driven environments, LUA provides communication capabilities to industries that in a former life, were primarily walkie talkie driven. (How can we forget the communication nightmare of first responders to the 9/11 catastrophe?) Other industries such as film production, sales organizations and construction, where quickly disseminating evolving information can also spell success or failure can utilize mobile to become more effective. With the ability to upload and distribute documents, initiate instant conference calls, and sync team communication between desktop computers and mobile devices   LUA fulfills a long list of field communication needs. Even freelancers can also be enabled to access the network temporarily a must for quickly changing workforces. Facilitating virtual team effectiveness The potential of mobile to facilitate teaming is evident and those who teach virtual teaming techniques see great potential. As explained by Illysa Izenberg, of Strategy and Training Partners, LLC, Technology enhances team communication when the warmest and most connective and inclusive tools are utilized (such as video-conferencing, online whiteboards, and shared intranet sites).These tools focus on people communicating openly yet respectfully to discuss concerns, share documents and personal information on intranet walls to collaboratively resolve challenges. Creative platforms such as Jostle, which help teams communicate and excel, also seem to be a natural for an extension into mobile. Jostle which emphasizes the importance of collaboration and teaming in more traditional work environments, is in the process of adapting its capabilities to both iPads and smart phones. With strong visuals to help employees map out their work lives and learn about other team members, the platform helps to build engagement. The emphasis remains on the people side of the equation, as helping people connect should remain a mobile goal. As explained by Brad Palmer, Collaboration happens in real-time. With mobile, teamwork becomes much more dynamic and responsive, greatly enhancing the engaging experience of working alongside each other to get work done.” Moreover, Jostle allows the inclusion of employees that dont have work email addresses or desk phone numbers with its mobile form, an advantage to many organizations. As time goes on we will undoubtedly see more progress in the adaptation of mobile into daily work life. It will be interesting to see where it takes us in the next few years. At that time well have to pause and teach Mr. Spacely a few things. Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. She teaches workplace effectiveness strategies to employees and businesses. Find her on Twitter and Linkedin.

Paul Tasner Became an Entrepreneur at Age 66 [Podcast] - Career Pivot

Paul Tasner Became an Entrepreneur at Age 66 [Podcast] - Career Pivot Episode #125 â€" Marc Miller interviews PulpWorks CEO Paul Tasner. Description: Paul Tasner, Co-founder and CEO of PulpWorks, Inc., and more recently, Co-founder of Sort, has 40 years of operations experience. He has held leadership positions in ventures ranging from startup to Fortune 100. For the last decade, his focus has been on sustainability. Seven years ago, Paul took a leap of faith while his peers were contemplating retirement. He embraced the challenge of disrupting the traditional packaging industry. Appalled by the amount of plastic pollution on our planet, and no longer content to accept the dangers of plastic packaging materials, he founded PulpWorks and set out to create a safe, eco-friendly packaging for consumer products. PulpWorks uses paper and agricultural waste to mold compostable packaging and therefore diminish the waste deposited in our landfills, waterways, and oceans. In 2016, PulpWorks was awarded a patent for their Karta-packâ„¢, a compostable replacement for the toxic plastic blister pack. PulpWorks and Paul have been recipients of more than 20 awards and the subject of more than 70 stories in the media. Paul was selected as the TED Resident in 2017. His TED Talk on sustainability, entrepreneurship, and ageism has been seen by more than two million viewers and translated into 28 languages. In 2018, Paul, with colleagues in San Francisco and Mexico City, founded Sort, a company using artificial intelligence, IOT, and computer-vision technology to solve the contamination challenges facing the recycling industry. Key Takeaways: [1:14] Marc welcomes you to Episode 125 of the Repurpose Your Career podcast. Career Pivot brings this podcast to you. CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Take a moment to check out the blog and the other resources delivered to you, free of charge. [1:45] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors, and colleagues. The more people Marc reaches, the more people he can help. [2:06] This week is Episode 125. Marc has been doing the Repurpose Your Career podcast for two-and-a-half years. The podcast should exceed 8,000 downloads this month! Five episodes have had 1,700 downloads or more in the last year. [2:26] Marc has been blown away at the success of this podcast! The audience is one of the smallest demographics â€" Baby Boomers â€" that listens to podcasts. Marc says, Thank you! [2:31] Next week Marc will speak with Kathy Lansford. Marc has known Kathy as the founder of Launch Pad Job Club, which is one of the first and one of the largest job clubs in Texas, founded in 2001. They are calling the discussion, “Got Hope? Current and Future Job Prospects for 50+ Workers.” [2:59] This week, Marc is interviewing Paul Tasner. Marc shares Paul’s bio. Now on to the podcast… Download Link | iTunes|Stitcher Radio|Google Podcast| Podbean | TuneIn | Overcast [5:47] Marc welcomes Paul Tasner to the Repurpose Your Career podcast. Paul feels that in real life he is not the person one envisions after reading his bio. He will let the audience judge. [6:52] Marc found Paul through his TED Talk, which Marc found very inspiring to those of us in the second half of life. [7:28] The first half of Paul’s life was devoted to engineering, manufacturing, and supply chain, including packaging and logistics, always as an employee. He had what appeared to be good jobs. Sadly, they didn’t remain good jobs. Entrepreneurism, however, has remained great for Paul. [10:38] Paul asks people if they’ve considered entrepreneurism, and they say it’s risky. Paul says they’re at greater risk in their corporate job than Paul is as an entrepreneur. [11:37] At age 64, Paul was fired. His company had done poorly and had a series of layoffs to meet budgetary restraints. The CEO who had hired Paul was replaced. The new CEO was someone Paul had known before and Paul was sorry to see him again. [14:22] Paul was leaving the building on a Friday afternoon and was called into a meeting. The meeting was his exit interview. He and two others were let go. Paul met his wife and another couple at a restaurant, where he informed them he was just fired. [16:06] On some level, the firing wasn’t a surprise to Paul. It was overdue and just the push that he needed. He never looked back. It was a blessing in disguise. [17:10] Paul had flirted with entrepreneurism all his life but just hadn’t taken the plunge. [17:52] In the 1990s Paul had consulted with some success and had gotten a permanent position from it. So he tried it again, only because he needed an income. He did it without any real passion and he felt that was not OK for his last career chapter. [20:05] A former colleague of Paul’s had started his own business in Asia, creating packaging out of molded pulp fiber made from waste material. He asked if Paul wanted to be his North American sales manager. At first, Paul wasn’t interested. [21:24] After thinking about the offer, Paul realized he really liked what his former colleague was doing. Paul came up with a counter-offer to start his own company in the States and outsource the manufacturing to his former colleague. They agreed. [22:17] Paul’s former colleague’s business and Paul’s business both changed, and they no longer work with each other. Today, Paul has several other manufacturing partners that manufacture packaging for consumer goods for Paul’s company. Most packaging is high-end, using sugarcane fibers that create a sleek-looking package, almost white. [23:33] Most of PulpWorks’s clients fall into the premium end of consumer products, such as electronics, cosmetics, and premium food items. PulpWorks is a small company and can’t compete with mass-producing products for huge organizations. Their production runs are short. Paul feels it is a fairly nice niche. [24:40] Most of the packaging PulpWorks makes is designed to replace similar packaging made from plastic. We encounter unnecessary plastic packaging every day. [26:06] Plastic disposal is in a crisis. Paul explains how we shot ourselves in the foot with China. Some waste management companies have no option but to put recyclables into landfills. They don’t have a market for it anymore. [27:51] PulpWorks has always had two full-time employees: Paul and his Co-founder. Everyone else is a contractor, a temp, or a consultant. There are about half-a-dozen people according to the situation. They use lawyers, accountants, designers, coordinators. There is a deep pool in the gig economy and Paul has a large network. [29:04] Paul and his Co-founder tried to raise money for the business but never did. They boot-strapped it all There were valid reasons people did not invest in PulpWorks and some reasons Paul thought were less valid, such as his age! Paul says the success rate of older entrepreneurs is 70%; far better than the rate of young entrepreneurs. [30:35] Older entrepreneurs are a very successful group and getting more successful every day because the Baby Boomer Generation is growing in ranks and will outnumber the youngest generation that is in the workforce. [31:18] Employers are going to have a problem if they simply set their sites on hiring twenty-somethings. They’re going to run out of talent. There just aren’t enough twenty-somethings to fill the roles. [31:38] Success among older folks continues to rise. The 70% success rate of older entrepreneurs is a good number to bet on. [31:53] PulpWorks is at cruising speed. They have their infrastructure completely developed and in place. Most of their efforts are focused on securing more business. They get a lot of inquiries online. They come up very high in SEO. They are intent on growing their revenues. They have no plans to sell the business. [33:06] Paul is 73. If he feels pretty much the same as he does today five years from now, he will still be doing this or something like this. He loves what he is doing and gets up early to check his email every day. He keeps in pretty good shape by walking a lot. He likes his boss a lot! He’s a good guy. [34:49] You can reach Paul at PulpWorksInc.com, Facebook, LinkedIn, or Twitter. Info@PulpWorksInc.com goes to Paul’s inbox, eventually. [35:34] When Marc saw Paul’s TED Talk, he told himself, he needed to get Paul on the Repurpose Your Career podcast. Marc calls Paul a real inspiration. Marc and Paul agree they both want to work as long as they love what they’re doing. [36:00] Paul talks about Sort, the new business he has started with a couple of partners. Unlike PulpWorks, it can’t be bootstrapped. They need to raise money in order to launch it. There are capital requirements in order for it to be successful. It’s a tech venture. They are in Northern California, where tech is king, so they hope to find the capital. [37:03] Marc thanks Paul and hopes you enjoyed this episode. Paul is a great guy. Marc recommends that you watch Paul’s TED Talk. [37:22] The Career Pivot Community website has become a valuable resource for 50 members who are participating in the Beta phase of this project. Marc is recruiting new members for the next cohort. [37:33] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [37:48] Those who are in these initial cohorts set the direction of this endeavor. This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Go to CareerPivot.com/Community to learn more. [38:11] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you heard Marc on this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [38:30] Please come back next week, when Marc will speak with Kathy Lansford on current and future job prospects for the 50+ workers. [38:39] Marc thanks you for listening to the Repurpose Your Career podcast. [38:44] You will find the show notes for this episode at CareerPivot.com/episode-125. [38:52] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app. And, if you’re listening anywhere else, please let Marc know! Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Police Constable Behavioural Styles Questionnaire Example

Police Constable Behavioural Styles Questionnaire Example In order to become a Police Constable, you will need to pass a number of challenging assessments. One of these assessments, and relatively new, is the Police Constable Behavioural Styles Questionnaire. In this blog, we’ll tell you all about the behavioural styles questionnaire, and show you how to pass it!What is the Police Constable Behavioural Styles Questionnaire?In a nutshell, the Police Constable Behavioural Styles Questionnaire is a multiple-choice assessment, which will test whether you have the right behavioural traits and strengths to work as a police constable. You’ll be provided with a number of statements, and will then have to choose one of the following categories as an answer:Completely DisagreeStrongly DisagreeSomewhat DisagreeNeither Agree nor DisagreeSomewhat AgreeStrongly AgreeCompletely AgreeSo, for example, a question might be:‘I am a person who feels comfortable with making important decisions.’ Your task is then to decide whether you completely disagree , strongly disagree, somewhat disagree, etc.What is the purpose of the questionnaire?For the assessors, there are a number of benefits to asking candidates to take this test. Firstly, there is the fact that the test provides a completely objective means for the police to assess their candidates, based solely on the behavioural requirements of the role. The questions are very simple, and your responses will tell the assessors a great deal about your suitability. Secondly, there is the fact that the test gives candidates a fantastic chance to demonstrate their strengths, on a level playing field. As mentioned, there’s nothing complicated about the test. All you need to do is answer honestly. The test is deliberately designed to cover a broad range of behavioural qualities, and responses. You’ll notice that you’ve been given the option to say that you either ‘somewhat agree’, ‘strongly agree’ or ‘completely agree’. This gives you a great deal ‘manoeuvrability’ so to speak â€" you can pick the answer which suits you best, without having to answer definitively.Example QuestionnaireBelow we’ve included a set of sample questions, all of which are similar to what you are likely to see in the actual Police Constable Behavioural Styles Questionnaire. Remember, there are no right or wrong answers here, just answer honestly! Tick the answer box which you think corresponds with your response. Please note: in the actual test you’ll be required to fill in a circle.Q1. I put one hundred percent effort into every single task that I am set.Q2. I can be trusted with confidential and personal information.Q3. I am willing to sacrifice my personal beliefs to make things easier.Q4. I am accepting of other people’s views and opinions.Q5. I am someone who behaves with integrity, at all times.Q6. I am unwilling to work cooperatively if the team doesn’t agree with my opinions. This entry was posted in Police, Testing. Bookmark the permalink. Jordan Cooke R oad Signs and What They MeanNSAA Preparation â€" What is the Natural Sciences Admissions Assessment?

Online Resume and Cover Letter Writing Services

Online Resume and Cover Letter Writing ServicesThere are many reasons why you would want to use online resume and cover letter writing services. In fact, there are quite a few people that use these services every day to help them get their business noticed in a big way.One obvious reason is because of the speed in which you can receive the response that you need. In today's world, the average time it takes for a company to make a decision is around 3 weeks. That's a long time to wait. That's much too long in some cases for some people to have to take the time off from work to search for a new job.In today's world, information online is often the most searched for type of information. It might be the latest reports about a certain company or even just facts that can be used to research what people need to know about a certain company. With online resume and cover letter writing services, you can provide these types of services without having to do any of the hard work yourself.Another great way to begin getting more attention in the search engines for your business is by doing things like SEO. This stands for search engine optimization, which means that if you have a well-written professional resume and cover letter, then the search engines will recognize it and make it a high ranking on the first page. This will increase the number of people who are checking out your resume and cover letter before they can even finish reading them.Of course, hiring online resume and cover letter writing services is a good idea for a variety of reasons. They are cheaper than having a full-time staff hired, especially if you are just starting up. In fact, you could be looking at hiring as many as five people in the least amount of time that you would if you had to hire full-time employees.It also helps if you have a certain type of business that you are trying to build and expand. Because most people have a computer, there are many more people that can access the internet through the various services available on their computers.If you are a local business, you can also benefit from this as people in your local area are going to be checking out the websites as well. So many companies get recognized for certain events that take place locally that are related to their company. For example, there are plenty of great restaurants that have parties for Valentine's Day.An online resume and cover letter writing service can help you have an easier time attracting attention. You can start to attract people from all over the world by simply making sure that your resume and cover letter to write well. By using online resume and cover letter writing services, you can put together your first professional document in no time at all.