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Why You Only Really Need Four Sample Resumes
Any job seeker looking for sample resumes usually doesn’t have to look very far.A multitude of sites today are offering free sample resumes on the internet in addition to the avalanche of books that are released each year touting resume examples. With this kind of information overload it can be quite easy for the unsuspecting job seeker to become mired down in sample resumes, moving from one to the next in their pursuit of the ‘ultimate’ professional resume example that will land them the job of their dreams.Every book and website has a different twist, a different acclamation to insure you their samples resumes are the absolute best. The truth is that sample resumes, for the most part, do not vary much. That is not to say there are not certain guidelines and tips a job seeker should follow, but there is not a free resume example in the world that will get you the job you want. Only your skills, experience and determination will land you the j

change should be contagious. It should not only trickle down to the team but also bubble up to the Sr. Management because they would be the influencers who would give you the required fire-power to effect the change.

My experience tells me that mantras these can be applied to any change management initiative - particularly if previous attempts have failed - with slight adjustments to cater to the uniqueness of the environment / situation.

CAUTION: Once you succeed in a major change management initiative, you will be called in again and again. So be prepared. But believe me, each is a challenge in its own and you will enjoy it - in fact, it might get addictive.

Hope this helps you. God luck with leading change!!!

About the Author Shaju Nair is heading the Technology Competence and Consulting Division at a leading software products company in India. He has focused on the use of emerging technologies to differentiate products, processes and services and continuously seeks out opportunities for improvement.

Shaju has proactively acquired cross-industry, multi-geography experience with large multinational companies as well as silicon valley startups. His educational background includes institutions like Berkeley (International Business Management and International Finance), San Jose State University (Executive Business Programme - Executive MBA equivalent), University of California, Santa Cruz (Honors in Project and Program Management) and Gujarat University (Masters in

Sex in Advertising: Does it Sell?
We're surrounded by advertisements that desperately compete for our attention. Everywhere we look, we find ourselves inevitably drawn to images of scantily clad attractive men and women that are supposed to somehow inspire us to purchase products they endorse. Sure, this attention-getting strategy is popular. But, is it effective?Sex appeal can increase the effectiveness of an ad or commercial because it attracts the customer’s attention. It’s human nature to be curious about sex. A pair of long legs on a billboard is more likely to catch (and hold) a guy’s attention than a puppy, regardless of how cute it may be. Even women are drawn to them, perhaps with the desire of having goddess-like legs.However, misuse of sex appeal can be costly. Many campaigns deemed offensive have started brand boycotts that affect sales and damage brand reputation. Abercrombie & Fitch has been involved in several scandals, the latest from their most recent catalog entitled “XXX Wet, Hot

Change is always for the better. And I enjoy effecting change in organizations. It gives me a great amount of satisfaction to see the machinery - that includes people and processes - change to achieve a better level of operational excellence.

I have had considerable success in the numerous change management initiatives that I have led, however they have come with their own dose of challenges and associated learnings. As I reflect upon my past triumphs, there are 9 key steps - I call them mantras - that have ensured my success in all change management initiatives. The proof of the pudding lies in the fact that I have used these mantras successfully in managing and effecting change where such attempts had miserably failed. These are shared below for you to learn, adopt and adapt to your own unique environments & situations.

Mantra 1: Do not advocate the change from day 1

NEVER, NEVER, NEVER walk into an organization / a room and proclaim that you are there to make a change. Do that and you / your efforts would be shown the door. Always position yourself as a facilitator who is there to work with them to see if there is a more effective way to do things.

Mantra 2: Understand why the previous attempts had failed

To succeed, learn from previous mistakes. More importantly, understand why the previous attempts had failed. Dissect the cause to a great extent to get to the root cause of the failure. Get inputs from all quarters and people across the hierarchy to get about their views of why the previous attempts had failed. Now dissect the cause and arrive at your version of why the failure happened. This is what you will avoid at all costs.

Mantra 3: Core team of key influencers

Identify the groups that will be affected by the change that you are going to bring in. Now go into each affected group and find out who are the key influencers within them. This is the step that will define your success/failure. Create a core team with these people in it. Build a deep and trusting professional relationship with your core team. Get a view from everyone of how the team should approach this challenge.

Mantra 4: Least Common Denominator

Never try to force a process / model onto your core team. Rather, use your core team to first identify a least common denominator (LCD) i.e. the minimum that is acceptable to all affected parties. Thereafter evolve an elaborate model out of your LCD and bring it to the final state that you have envisoned but not shared (remember, you are not supposed to impose but rather extract and evolve). Your role during this stage would be that of a listener and a facilitator.

Mantra 5: Sell change to Sr. Management

Now that you have a blueprint for implementation, go ahead, show it to the Sr. Mgmt. Do remember to include the names of people who have contributed to this and whose inputs have been taken into consideration. This will greatly increase your chances of getting a buy-in from the Sr. Mgmt. More importantly, listen and watch to the facial expressions and body language of the Sr. Mgmt team as you are presenting your case. Listen and understand their questions and answer to the point - there is no room for beating around the bush when it comes to the Sr. Mgmt. Own up for anything that you would have missed out and give a plan of action to incorporate their recommendations. NEVER leave the room without getting an in-principle agreement to your recommendations. If their suggestions warrant a major change, then schedule a follow-on session there and then and set expectations that that session would be to go over the suggestions and sign off on the approach. Do this and you have struck gold. And now you move on to rolling out the change.

Mantra 6: Before rollout, identify noise-makers and address them

These are the people who could topple your applecart. Its easy to identify such people - there are 2 types. Ones have a loud voice, sly smiles, have been in the system for a long time, have an opinion about everything and have the ability to influence their teams through brute force. The second type are passively destructive in the sense that they won't speak up at meetings, have a closed body-language and believe in working 1:1 with people and influencing them - to not subscribe to your recommendations. A two-pronged strategy to deal with such people includes 1)Selecting influencers as part of your core team and 2)Working individually with these people and pre-empting their concerns during such 1:1 sessions.

Mantra 7: Roll out the change phase-wise

Slow and steady wins the race - this applies to change management more than anything else. Look for quick-wins. Traget the most pro-change entities within the organization to effect the change first. This will help boost the morale of your core team. After the first success, take the most difficult customer as your next target. You will need full support from your core team and might have to get in the big guns at times. Succeed here and the rest of your work becomes a cake-walk.

Mantra 8: Be lavish in your appreciation of other's contributions

Remember, this is not the first and the last change management initiative that you would be heading. So be generous in showing appreciation of other's contributions. They will return the favour the next time they team up with you.

Mantra 9: Enjoy what you are doing

This is the most important thing to do. Your enthusiasm about the change should be contagious. It should not only trickle down to the team but also bubble up to the Sr. Management because they would be the influencers who would give you the required fire-power to effect the change.

Hope this helps you. God luck with leading change!!!

You Know You Need an Advertising Expert When...
…You don’t even know whether your program is working or not. Sure, you think it’s fine, but you also don’t call the doctor when you have a severe cough or cold. It’s the same thing. Of course, you have to recognize you actually have a problem to begin with. Your miserable promotions won’t hack and sneeze to alert you. But they still may be ill just the same. So how can you tell?You could ask yourself a few simple questions. Then you will know if you are wasting time and money on your current campaign:Are you tracking every customer?Do you know what part of the ad or ads that brought them in?Do you know how often you should change your ad?Are you advertising in the same place as your competition?Are you missing any customers? Take a look at question two. Do you have an effective headline or picture, in your ad? If you’re not sure, you didn’t track the results properly. What if it’s attracting the wrong type

> the previous attempts had failed. Dissect the cause to a great extent to get to the root cause of the failure. Get inputs from all quarters and people across the hierarchy to get about their views of why the previous attempts had failed. Now dissect the cause and arrive at your version of why the failure happened. This is what you will avoid at all costs. Mantra 3: Core team of key influencers

Identify the groups that will be affected by the change that you are going to bring in. Now go into each affected group and find out who are the key influencers within them. This is the step that will define your success/failure. Create a core team with these people in it. Build a deep and trusting professional relationship with your core team. Get a view from everyone of how the team should approach this challenge.

Mantra 4: Least Common Denominator

Never try to force a process / model onto your core team. Rather, use your core team to first identify a least common denominator (LCD) i.e. the minimum that is acceptable to all affected parties. Thereafter evolve an elaborate model out of your LCD and bring it to the final state that you have envisoned but not shared (remember, you are not supposed to impose but rather extract and evolve). Your role during this stage would be that of a listener and a facilitator.

Mantra 5: Sell change to Sr. Management

Now that you have a blueprint for implementation, go ahead, show it to the Sr. Mgmt. Do remember to include the names of people who have contributed to this and whose inputs have been taken into consideration. This will greatly increase your chances of getting a buy-in from the Sr. Mgmt. More importantly, listen and watch to the facial expressions and body language of the Sr. Mgmt team as you are presenting your case. Listen and understand their questions and answer to the point - there is no room for beating around the bush when it comes to the Sr. Mgmt. Own up for anything that you would have missed out and give a plan of action to incorporate their recommendations. NEVER leave the room without getting an in-principle agreement to your recommendations. If their suggestions warrant a major change, then schedule a follow-on session there and then and set expectations that that session would be to go over the suggestions and sign off on the approach. Do this and you have struck gold. And now you move on to rolling out the change.

Mantra 6: Before rollout, identify noise-makers and address them

These are the people who could topple your applecart. Its easy to identify such people - there are 2 types. Ones have a loud voice, sly smiles, have been in the system for a long time, have an opinion about everything and have the ability to influence their teams through brute force. The second type are passively destructive in the sense that they won't speak up at meetings, have a closed body-language and believe in working 1:1 with people and influencing them - to not subscribe to your recommendations. A two-pronged strategy to deal with such people includes 1)Selecting influencers as part of your core team and 2)Working individually with these people and pre-empting their concerns during such 1:1 sessions.

Mantra 7: Roll out the change phase-wise

Slow and steady wins the race - this applies to change management more than anything else. Look for quick-wins. Traget the most pro-change entities within the organization to effect the change first. This will help boost the morale of your core team. After the first success, take the most difficult customer as your next target. You will need full support from your core team and might have to get in the big guns at times. Succeed here and the rest of your work becomes a cake-walk.

Mantra 8: Be lavish in your appreciation of other's contributions

Remember, this is not the first and the last change management initiative that you would be heading. So be generous in showing appreciation of other's contributions. They will return the favour the next time they team up with you.

Mantra 9: Enjoy what you are doing

This is the most important thing to do. Your enthusiasm about the change should be contagious. It should not only trickle down to the team but also bubble up to the Sr. Management because they would be the influencers who would give you the required fire-power to effect the change.

Hope this helps you. God luck with leading change!!!

Mobile Oil Change Business for the West Virginia Market
Is a state-wide Mobile Oil Change Business viable for the West Virginia Market? Recently we were asked to consult an upstart entrepreneur interested in the mobile oil changing industry sub-sector and looking to target his state of West Virginia. Are there any such businesses now like this in the Great State of West Virginia?There are folks engaged in the mobile oil change business doing this now in West Virginia and yet there are only a few decent markets there worthy of a large enough population to make it viable. That is to say make the economies of scale work for the business. One concept would be to concentrate on a different area or city each day and schedule accounts to fit that.Of course consider too that most real West Virginians are quite capable of changing their own oil or have family that are part of that DIY (Do It Yourself) crowd or market segment. Indeed, I have personally seen units in South Charleston, Huntington and Elkins and believe there are al

have a blueprint for implementation, go ahead, show it to the Sr. Mgmt. Do remember to include the names of people who have contributed to this and whose inputs have been taken into consideration. This will greatly increase your chances of getting a buy-in from the Sr. Mgmt. More importantly, listen and watch to the facial expressions and body language of the Sr. Mgmt team as you are presenting your case. Listen and understand their questions and answer to the point - there is no room for beating around the bush when it comes to the Sr. Mgmt. Own up for anything that you would have missed out and give a plan of action to incorporate their recommendations. NEVER leave the room without getting an in-principle agreement to your recommendations. If their suggestions warrant a major change, then schedule a follow-on session there and then and set expectations that that session would be to go over the suggestions and sign off on the approach. Do this and you have struck gold. And now you move on to rolling out the change. Mantra 6: Before rollout, identify noise-makers and address them

These are the people who could topple your applecart. Its easy to identify such people - there are 2 types. Ones have a loud voice, sly smiles, have been in the system for a long time, have an opinion about everything and have the ability to influence their teams through brute force. The second type are passively destructive in the sense that they won't speak up at meetings, have a closed body-language and believe in working 1:1 with people and influencing them - to not subscribe to your recommendations. A two-pronged strategy to deal with such people includes 1)Selecting influencers as part of your core team and 2)Working individually with these people and pre-empting their concerns during such 1:1 sessions.

Mantra 7: Roll out the change phase-wise

Slow and steady wins the race - this applies to change management more than anything else. Look for quick-wins. Traget the most pro-change entities within the organization to effect the change first. This will help boost the morale of your core team. After the first success, take the most difficult customer as your next target. You will need full support from your core team and might have to get in the big guns at times. Succeed here and the rest of your work becomes a cake-walk.

Mantra 8: Be lavish in your appreciation of other's contributions

Remember, this is not the first and the last change management initiative that you would be heading. So be generous in showing appreciation of other's contributions. They will return the favour the next time they team up with you.

Mantra 9: Enjoy what you are doing

This is the most important thing to do. Your enthusiasm about the change should be contagious. It should not only trickle down to the team but also bubble up to the Sr. Management because they would be the influencers who would give you the required fire-power to effect the change.

Hope this helps you. God luck with leading change!!!

4 Ways to Turn Your Restaurant Job into a Real Career
Millions of Americans work in the Food Service industry. Often those jobs start off as part-time jobs or temporary jobs. Over time, many of us learn we really enjoy the work and decide to advance into a food career -- even excel – moving into restaurant management jobs, food service management jobs, catering manager jobs, or some other Food related specialty position, like a Pastry Chef job or Executive Chef job. There are many food job opportunities to advance you into a solid career, and earn you more money. Follow the advice in this article and you may just see your own Food career aspirations become reality.Recent studies report five primary reasons why more than half of all Food Industry job interviews end without a job offer being made. Learn these five issues and how to overcome them. Use that knowledge to adjust your own job search, and advance yourself in your current job, or get a great job somewhere else. Do that, and you will likely see your own restaurant or

osed body-language and believe in working 1:1 with people and influencing them - to not subscribe to your recommendations. A two-pronged strategy to deal with such people includes 1)Selecting influencers as part of your core team and 2)Working individually with these people and pre-empting their concerns during such 1:1 sessions. Mantra 7: Roll out the change phase-wise

Slow and steady wins the race - this applies to change management more than anything else. Look for quick-wins. Traget the most pro-change entities within the organization to effect the change first. This will help boost the morale of your core team. After the first success, take the most difficult customer as your next target. You will need full support from your core team and might have to get in the big guns at times. Succeed here and the rest of your work becomes a cake-walk.

Mantra 8: Be lavish in your appreciation of other's contributions

Remember, this is not the first and the last change management initiative that you would be heading. So be generous in showing appreciation of other's contributions. They will return the favour the next time they team up with you.

Mantra 9: Enjoy what you are doing

This is the most important thing to do. Your enthusiasm about the change should be contagious. It should not only trickle down to the team but also bubble up to the Sr. Management because they would be the influencers who would give you the required fire-power to effect the change.

Hope this helps you. God luck with leading change!!!

The Long and Winding Road of Medical Billing
Medical billing is a multi-million dollar industry in America today. The exact process a bill goes through varies widely depending on various factors, such as the type of insurance a patient has and the type of service rendered by a provider.The process begins after a patient has a doctor visit, which could include actual treatment for injuries or other medical conditions. Sometimes the visit may simply be a diagnosis of a condition leading to a prescription given by a doctor. After the visit has concluded, a doctor will give details of the visit to a medical specialist of some sort. This specialist will fill out a billing record with more technical information regarding the visit, such as codes representing different diagnoses. The billing record is then sent to the insurance company, or sometimes to an intermediate firm that will process the record beforehand. Either way, the billing record will get processed and analyzed to make a determination on which charges the ins

Hope this helps you. God luck with leading change!!!

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Projects management consulting has amassed such popularity because of all the benefits it provides to those who seek the successful implementation of projects. This is despite the lack of the proper knowledge and skills in coming up with an effective and realistic project management plan. Basically, deciding to hire project management consultants makes the arduous task of coming up with project management plans easier. Aside from the planning process, project management consultants provide links to more industries related to the supposed trade for a more comprehensive approach on the project. Users are also assured of having the most recent information vital to the success of the project within their reach. Finding a credible project management consultancy firm ensures proper coaching and support depending on the consumer's needs.

Getting ready for a job interview? This article talks about three different interview styles that may be used. In actual practice you may come across a blend of one or all three.

To be successful to today’s competitive marketplace, you need to have an action plan in place to help maintain your job-search momentum, keep you organized, and ensure you have everything ready when it comes time to meet the prospective employer face to face.

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