Navy Enlisted Hull Technician

Navy Enlisted Hull TechnicianNavy Enlisted Hull TechnicianHTs or hull technicians do the metal work thats necessary to keep all types of shipboard structures and their surfaces in good condition. These technicians also maintain shipboard plumbing and kriegsmarine sanitation systems. They repair small boats, operate and maintain ballast control systems, and manage the Quality Assurance Program. Duties Performed by Hull Technicians Installing, maintaining, and repairing valves, piping, plumbing system fittings and fixtures, and marine sanitation systemsRepairing decks, structures, and hulls through welding, brazing, riveting or caulkingExamining, testing welds, and various shipboard structures using radiological, ultrasonic, and magnetic particle testing equipmentFabricating with light and heavy gauge metal such as aluminum, stainless steel, sheet copper, sheet brass, steel, sheet, and corrugated ironHeat treating in hot and cold forming of metals Pipe cutting, threading, and assem blyRepairing installed ventilation ductingRepairing metal, wood and fiberglass boatsInstalling and repairing insulation and laggingOperating marine sanitation systems WorkEnvironment Hull technicians work in a variety of situations both at sea and ashore. Sometimes their work is performed indoors in a shop environment, but at other times it mightbe performed outdoors, frequently at sea and in all kinds of climates and weather conditions. HTs might work in noisy environments on some assignments. USN HTs are stationed primarily aboard USN deploying ships, whilefull-time support (FTS) HTs are typically stationed aboard Naval Reserve Force (NRF) ships that deploy or conduct local operations. Training and Other Requirements This position requires attending a job school for a period of eight weeks at Great Lakes, Illinois. AnASVAB score of VE AR MK AS 200 or MK AS AO 150 is required. Secret security clearance is required. Applicants must additionally have normal vision colo r perception. They must have normal hearing and be U.S. citizens. The hearing requirement is tested at frequencies of 3000hz, 4000hz, 5000hz, and 6000hz. Your average hearing threshold level in these four frequencies must be less than 30db with no level greater than 45db in any one frequency. If an applicants hearing level exceeds these limits, he is ineligible for the rating. Sub-Specialties and Manning Levels Sub-specialties available for this rating include theNavy Enlisted Classification Codes for HT. Manning levels can change from time to time. An explanation of manning levels for this rating can be found in theCREO listing. Advancement kompetenzprofil Advancement andpromotionopportunities and career progression are directly linked to a ratings manning level. For example, personnel in undermanned ratings have greater promotion opportunity than those in overmanned ratings. Sea/Shore Rotation for This Rating First Sea Tour 54 monthsFirst Shore Tour 36 monthsSecond Sea Tour 54 monthsSecond Shore Tour 36 monthsThird Sea Tour 36 monthsThird Shore Tour 36 monthsFourth Sea Tour 36 monthsForth Shore Tour 36 months Sea tours and shore tours for sailors that have completed four sea tours will be 36 months at sea followed by 36 months ashore until retirement. Much of the above information is courtesy of the Navy Personnel Command.

The benefits of sewing and crafting for mental health

The benefits of sewing and crafting for mental healthThe benefits of sewing and crafting for mental healthSewing and crafting can be fun pastimes. Even more than that, they can be useful as well After all, when you finish sewing a project or crafting something, you have a knick-knack for your house, a new dress to wear, or anything that you can think of creating.However, the benefits of sewing and crafting dont stop there. In addition, there are a variety of benefits to your mental health when you take time to sew or craft as well. Today, we are going to take a look at some of these benefits.Take Some Time to YourselfThe first benefit we will look at isnt exactly specific to crafting or sewing. Instead, it is simply the idea that you can benefit fromtaking some time to yourself.During this time to yourself, though, you can take the time to sew or craft to also access the other benefits we will discuss here.Taking the time to do something for and by yourself can help you relax. We liv e in a busy world and it can be easy to devote every waking moment to working or studying. By taking the time to sew or craft, though, you are relaxing and you dont feel guilty about it because you can make something you end up using.It can also help to take your mind off things in a stressful situation. After all, giving yourself a little me time isnt limited to everyday stress. In fact, having a distraction during particularly stressful situations can help to ground you and take a break from constant anxiety, stress, or even depression.Confidence and CraftingAleidher thing that crafting and sewing can help is your confidence and self-esteem. Remember how we mentioned that you wouldnt feel guilty crafting or sewing because you are creating something that is important to you?Well, this can also help you with your confidence as well When you feel like youre accomplishing something and providing something for yourself or someone else, you are more confident. Its the saatkorn concept t hat gives you a boost of self-esteem when you successfully complete a big job at work, for example.Crafting Can Make You Feel HappySo, we know that crafting and sewing can help you to reduce some of the stress in your life, improving your mental health. In addition, though, crafting can also make you happy, not just reduce unhappiness.For instance, a survey of 3,545 knitters welches taken by a knitting therapist, Betsan Corkhill. In this survey, knitters were asked questions about how they felt while they were knitting. Responding to the survey, over half of the survey takers said that knitting made them feel very happy.Crafting, sewing or woodworking help you reduce negative emotions and stress by allowing you to create unique pieces of art. For example, woodworking is one of the most effective form of art therapy in the world, because itcombines strategies for planning,, getting the supplies, planning your cut list, measuring, cutting, painting.The reasoning given behind this is t hat crafting can release serotonin and dopamine chemicals in your brain that relax you and make you happier. The more repetitive your craft is the better A part of what is hypothesized to cause this chemical release is getting lost in the repetitive movements of a craft. This means that crafts such as knitting or sewing are more likely to see these results.Bright Colors and Different Materials HelpThe same therapist who did the knitting survey, Betsan Corkhill, also says that usingbright colors when you craft can help your mood.There is actually some science to this claim. Certain colors do, in fact, evoke certain moods for some people. This is why you might feel more anxious in a harshly coloured room or feel calm when surrounded by blue. Historically, color therapy chromology has been used to improve moods. Today, we often see this in the form of light therapy.This has to do with a few different ideas. One of the main concepts is that certain colors are associated with certain things such as warm colors being associated with fall.Todays research is less optimistic about the long-term effects of color. It is generally accepted, though, that certain colors can have a great, short-term effect on mood, though.The great thing about crafting is that its multi-sensory too. For instance, if you are sewing with super soft materials, you might find this to be calming just as you would wrapping up in a soft, fuzzy throw blanket.Learning Something New Is Good for YouIf you are new to crafting and sewing or even just improving your skills by learning a new pattern, you will benefit from it. Crafting and sewing give you a chance to learn and learning does wonderful things for your brain.To get scientific, when you learn something, your brain forms new synapses between neurons. In laymans terms, this keeps your mind flexible and ready to learn. This can help ward off problems with learning as you age such as dementia.This article was originally published on Your Coffee Break.

Jump-Start Your Job Search

Jump-Start Your Job SearchJump-Start Your Job SearchWhile a lucky few may land a new job opportunity with minimal effort, the majority of job seekers will need to work hard to take the next step in their careers. Not sure where to start? The following steps will serve as foundation to begin your search.Would you hire yourself based on your current resume?Thoroughly review your resume with that question in mind. Your resume may require a quick update or a complete overhaul. Either way, make sure your resume effectively highlights your strengths and shows what a catch you are.Clean up your digital dirt.Interviewers can find information about candidates through social networking profiles, blog comments and personal websites. Remove any questionable material from the web that may hinder potential employment opportunities.Utilize social and professional networking sites such as LinkedIn, Facebook, Twitter, Ning and Doostang to build your online presence. Post your resume to your profile w hen applicable, search for openings, research companies and get introduced to potential employers.Tap into your network. Reach out to friends, relatives, old coworkers and classmates, and ask for help on your job search. Let them know that you are actively looking for a new opportunity and ask them if they know of any openings or have suggestions of places you should apply to.Review job listings that align with your interests.Apply only for jobs that are a match based on your level of experience, expertise and career goals.Get organized.Whenever you apply to a position, send an email inquiring about a job or reach out to someone in your network out, write it down. Creating a list, saving emails or building a spreadsheet will serve as quick reference guide throughout your job search.Are you ready to get started? Combine these tips to launch an effective your job search, attract an employer and show them why they should hireyou

7 Signs that Suggest You Should Step Away from Managing

7 Signs that Suggest You Should Step Away from Managing7 Signs that Suggest You Should Step Away from ManagingNot everyone is cut out to be a manager. Organizations can certainly do a better job of how they assess for leadership potential and decide who should be promoted to management positions. One of the most common mistakes made is to take the best engineer, salesperson, or accountant and promote that person to manager. Superstar employees dont always make the best managers. Instead of evaluating individuals for their potential to develop as effective managers and leaders, they use the vorrcken as a form of reward. The outcome all too often is the loss of a great individual contributor and the creation of a poor manager. People often accept management positions for the wrong reasons. Before accepting a management position, its important to be sure that you have the right motivations, goals, and skills to become a successful manager. See Should I Become a Manager? Management Do esnt Have to Be a Forever Role However, Ive seen plenty of managers that were promoted for all of the right reasons and were initially very successful in their management roles. They enthusiastically took management courses, read all of the hottest management books, and thrived on leading and developing people. Then, for one reason or another, they derailed. Employees no longer wanted to work for them, their reputation as a manager grew tarnished, and they ended up stuck in a job they no longer enjoyed. In fact, they were miserable. They were burned out on being a manager. These managers might have been more satisfied and productive if they knew when it was time to step away from managementand look for an individual contributor role that better leveraged their strengths and interests. Their employees would have been better off too. Perhaps one of them could have stepped up and done a better job leading people, so the manager could have been blocking the advancement of promising hi gh potential employees. 7 Signs that It is Time to Let Go of Your Role as a Manager How do you know when its time to step aside, or down from being a manager? Here are 7 signs to look out for Complacency and a lack of innovation. You havent tried or done anything new in a long time and are not interested in learning about new ideas. All new ideas sound like flavor of the month whims and would require too much effort and risk to implement. When your employees come to you with new ideas, you tend to pop more balloons than you inflate.The status quo seems too comfortable for you. You stubbornly defend the way we have always done things and find yourself saying we tried that before, and it didnt work. You stopped having team meetings and one-on-ones with your employees long ago. They just became too formal, too much of a bother, too messy, and always seemed to uncover complicated problems that you had to deal with. You have adopted the motto no news is good news. Dealing with people has become something that you find tiring. Your best days are the ones where you could stay in your office and work uninterrupted on your favorite project. Youre no longer interested in becoming a better manager/leader. Look at your bookshelf when was the last time you read a management/leadership book? When was the last time you took a management/leadership courses? When you did, did you approach them with an open mind, or with cynicism? Do you find yourself more interested in learning about the latest technology in your field and less about leading people? Has your passion shifted from leading people to doing stuff yourself? No one is asking you to mentor them. Your high potential employees that are interested in management are flocking to other managers for advice and support. You are no longer asked to be a guest speaker at management training programs. These guest speaker opportunities are only for role model managers that organizations want aspiring managers to emulate. None of your employees are getting promoted. It may be because youre no longer developing your employees. Your complacency is spreading to your team. The last time you were up for promotion you didnt get the job because you were seen as irreplaceable in your current role. Your health is suffering. The stress of management is having a detrimental impact on your health. Your energy level is down, and youre no longer happy. The Bottom Line It can be hard to step down from a management role. There may be a loss of status, power, and even a pay cut. However, it may be better to do an honest self-assessment and control your destiny instead of someone else doing it for you.

Instant Solutions for Ideal Resume

Instant Solutions for Ideal Resume Theres an excellent chance it wont include all the keywords set out in the work description. Avoid listing all the several things you were accountable for. Should you do any one of these things above, you will stick out and find the recruiters interest. Another reason people want to formulate their resumes like the ideal one is there are large quantities of applicants that compete for exactly the same job posting. Well to make sure that youre making a purpose of opening a job and starting a right resume for the present job application. Whether youre looking for your very first job or seeking to earn a career change, the procedure starts with your resume. There is not any time for procrastination once it comes to getting your perfect job. The Nuiances of Ideal Resume Business analysis can encompass a number of responsibilities that are particular to the field theyre in. If you arent absolutely clear of what you want, envision a best sttte t hat will value you for the key characteristics and experiences you would like to be hired for. Notice how the example resumes are extremely specific when it has to do with technical skills. Ideas, Formulas and Shortcuts for Ideal Resume Rather than taking the danger of designing CV format yourself, it is preferable to download for sample CV collection. Thus its important to obtain a means to make your resume stand out of tons of different resumes, particularly whenever youre in design. You might choose a combination template if youre asking for work, including a computer programming position, that demands an extremely particular set of skills. Part of creating an effective resume is choose the best format to inform your private story. The area of information technology gets more important daily. If your work involves social media, you might incorporate the links to other social networking accounts like Twitter, Instagram, and so on. Just make sure, whichever format you de cide on, which youre targeting it for the job which youre applying to. Our advanced technology will allow you to build your resume from one of our exquisite templates in order to truly feel confident youre putting your very best foot forward as you step in the job marketplace. The Characteristics of Ideal Resume A Resume Template is a vitally important document that is employed in the case when an individual or an applicant is applying for employment, a volunteership, an internship, an educational course or some other thing. Resumes dont need complete sentences and you ought to avoid employing the very first partie (I, me, my). They dont have to be one page. Resume creators make it possible for jobseekers to make and download their finished resumes directly from the web to get started applying straight away. There are dozens and dozens of possible skills to think about using. Choosing which to use is dependent upon the sort of job that you are applying for and your degree o f experience. Moreover, individuals should incorporate the training programs as well theyve gone through. You should also think of the position, company and industry that youre pursuing. On the flip side, if youre desperate for work, and you simply need to find any job working for a specific company, then you can produce a personalized objective for each job that you apply for. For instance, if you are with the business long enough, you have in all likelihood mentored new employees. Virtually every business and recruiter uses keywords to recognize qualified candidates. Theres no ideal resume. As freshers, occasionally it can be tricky to identify what you ought to put on your job resume and exactly what you should exclude. Job seekers can choose whether to send the complete document or only the first two pages to a possible employer, dependent on the work opportunity requirements. They deserve to find good content quickly.

Top Tips for Hiring Exceptional Female Candidates - Spark Hire

Top Tips for Hiring Exceptional Female Candidates - Spark HireAdding strong female leaders to your team helps your business to grow and better serve your client base. However, its important to understand the steps necessary to make your company especially appealing to female candidates. In order to verify that your workplace is welcoming to both male and female talent alike, consider behauptung tipsKnow that bias existsWhether youd like to admit it or not, there are some biases that exist in the workplace that prevent female candidates from progressing in the same way that their male counterparts do. Be aware of these biases, and figure out what your company can do to close these gaps and level the playing field.Get involvedIf you realize that your company is lacking when it comes to talented female employees, get proactive about your recruiting efforts. Your community probably has a number of organizations that are aimed specifically at women. By attending events that these groups p ut on and getting to know members, youre better able to tap your network when open positions become available. Instead of hoping that qualified female candidates find out about openings on their own, you can publicize the openings to them on your own.Talk to your current female employees and find out what drew them to your businessWhen your goal is to recruit new female talent, youll want to talk to your current employees in order to get a sense of what attracted them to your company in the first place. This enables you to continue to make your brand marketable to your target candidates. Going right to the source and asking your female employees what makes your business an enjoyable place for them to work is an easy way to ensure that you continue to attract talented female staff members.Realize that your employees are also your best recruitersYour employees act as ambassadors for your company, so when youre trying to land new talent, be aware that your current team contributes dire ctly to ability to hire. Therefore, place a heavy emphasis on ensuring that your current staff members are happy. When your team is truly satisfied, theyre able to speak honestly about their happiness level, and convey this satisfaction to potential new hires.Being conscious of your hiring efforts and making it a point to market your open job opportunities in a way that would appeal to female candidates is an important step when youre looking to add talented female employees to your roster. Making it a point to develop strong relationships with local organizations where potential employees are already involved is another crucial step when youre looking to boost your ability to hire female candidates.Image monkeybusinessimages/BigStock.com

United States Military Body Fat Standards

United States Military Body Fat StandardsUnited States Military Body Fat StandardsThere is no maximum weight to join or stay in the military, but different branches of the military do have standards for body-fat percentages. However, it takes more time to measure body fat than it does to weigh someone, soeach of the branches has weight charts they use to screen members. If a military member weighs more than the allowed weight on the chart, they are measured for body-fat percentage.Body-fat standards are used to determine initial qualification for enlistment/accession and also to determine whether or not a member continues to meet required standards after joining. Military members are periodically weighed (and measured, if necessary) throughout their careers. Those found to be over their body-fat limits are entered into a mandatory weight loss program. Those who fail to maintain required body-fat standards are subject to administrative sanctions which can includereprimands, denial of promotions, administrative demotion in rank, and even administrative discharge.The Air Force uses weight/body fat measurements only for initial entry, and a body-composition measurement is an integrated component of the Air Force Physical Fitness Test. Individuals who exceed the maximum weights are measured for a body-fat percentage.Body-Fat ProceduresThe Departement of Defense formula to compute body-fat percentage is somewhat complicated. For males, the formula is % body fat 86.010 x log10(abdomen - neck) - 70.041 x log10(height) 36.76. For females, the formula is % body fat 163.205 x log10(waist hip - neck) - 97.684 x log10(height) - 78.387.However, you dont have to worry about that, as the DOD has prepared charts based on the above formula that can be used to look up body-fat percentages after taking the proper measurements.Measurements (Male)AbdomenMeasure abdominal circumference against the skin at the navel (belly button), level and parallel to the floor. Arms are at the sides. Record the measurement at the end of a members normal, relaxed exhalation. Round abdominal measurement down to the nearest inch.NeckMeasure the neck circumference at a point just below the larynx (Adams Apple) and perpendicular to the long axis of the neck. Do not distributionspolitik the tape measure over the Adams Apple. The tafelgeschirr member should look straight ahead during measurement, with shoulders down (not hunched). The tape will be as close to horizontal as anatomically feasible (the tape line in the front of the neck should be at the same height as the tape line in the back of the neck). Care should be taken so as not to involve the shoulder/neck muscles (trapezius) in the measurement. Round neck measurement up to the nearest inch. Subtract the neck measurement from the abdomen measurement.Measurements (Female)NeckMeasure neck circumference at a point just below the larynx (Adams Apple) and perpendicular to the long axis of the neck. The service member should look straight ahead during measurement, with shoulders down (not hunched). Round the neck measurement up to nearest inch.WaistMeasure the natural waist circumference, against the skin, at the point of the minimal abdominal circumference, usually located about halfway between the navel and the lower end of the sternum (breastbone). When you cannot easily see this site, take several measurements at probable sites and use the smallest value. Be sure that the tape is level and parallel to the floor. The service members arms must be at the sides. Take measurements at the end of members normal relaxed exhalation. Round the natural waist measurement down to the nearest inch.HipMeasure the hip circumference while facing the Service members right side by placing the tape around the hips so that it passes over the greatest protrusion of the gluteal muscles (buttocks) as viewed from the side. Make sure the tape is level and parallel to the floor. Apply sufficient tension on the tape to mini mize the effect of clothing. Round the hip measurement down to the nearest inch. Add the waist and hip measurements together, then subtract the neck measurements.Army Height/Weight Chart for New Male RecruitsHeight in InchesMinimum WeightMaximum Weight (Age 17-20)Maximum Weight (Age 21-27)Maximum Weight (Age 28-39)Maximum Weight (Age 40)5891599460971321361391416110013614014414662104141144148150631071451491531556411015015415816065114155159163165661171601631681706712116516917417868125170174179181691281751791841867013218018518919271136185189194197721401901952002037314419520020520874148201206211214751522062122172207615621221722322677160218223229232781642232292352387916822923524124480173234240247250ArmyHeight/Weight Chart for New Female RecruitsHeight in InchesMinimum WeightMaximum Weight (Age 17-20)Maximum Weight (Age 21-27)Maximum Weight (Age 28-39)Maximum Weight (Age 40)5891119121122123599412412512612860971281291311336110013213413513762104136138140142631071411431441466411014514714915 165114150152154156661171551561581616712115916116316668125164166168171691281691711731767013217417617818171136179181183186721401841861881917314418919119419774148194197199202751522002022042087615620520721021377160210213215219781642162182212257916822122422723080173227230233236Air ForceWeight Charts for Males and FemalesHeight (inches)Max Weight (lbs)5813159136601416114562150631556416065165661706717568180691867019171197722027320874214752207622577231782377924480250NavyWeight Charts for MalesHeight (inches)Maximum Weight Standard (pounds)571275813159136601416114562150631556416065165661706717568181691867019171196722017320674211752167622177226782317923680241NavyWeight Charts for FemalesHeight (inches)Maximum Weight Standard (pounds)571275813159136601416114562149631526415665160661636716768170691747017771181721857318974194752007620577211782167922280227Marine korporation Height/Weight Standards for New Male RecruitsHeight (inches)Minimum Weight (regardless of age)Maximum Weight (16-20 years old )Maximum Weight (21-30 years old)58961481535998153158601001581636110216316862103168174631041741806410517918665106185191661071911976711119720368115203209691192092157012321522271127221228721312272347313523324174139240248751432462547614725326177151260268781532672757915727428280160281288Marine CorpsHeight/Weight Standards for New Female RecruitsHeight (inches)Minimum Weight (regardless of age)Maximum Weight (16-20 years old)Maximum Weight (21-30 years old)5891120123599412412760971281316110013213562104137140631071411446411014614965114150153661171551576712116016368125164167691281691737013217417771136179181721401841877314418919274148195197751522002037615620520877160211214781642162197916822222580173228231Marine CorpsHeight/Weight Standards for Males After EntryHeight (inches)Minimum Weight (regardless of age)Maximum Weight (16-20 years old)Maximum Weight (21-30 years old)5891120123599412412760971281316110013213562104137140631071411446411014614965114150153661171551576712116016368125164167691 281691737013217417771136179181721401841877314418919274148195197751522002037615620520877160211214781642162197916822222580173228231Marine CorpsHeight/Weight Standards for FemalesAfter EntryHeight (Inches)Maximum Standard (Pounds)Minimum Standard (Pounds)581209159124946012897611321006213710463141107641461106515011466155117671601216816412569169128701741327117913672184140731891447419514875200152762051567721116078216164792221688022817Body Fat MeasurementsArmy (New Recruit Standards)Male 17-20 24%Male 21-27 26%Male 28-39 28%Male 40 30%Female 17-20 30%Female 21-27 32%Female 28-39 34%Female 40 36%Army (Standards After Boot Camp)Male 17-20 20%Male 21-27 22%Male 28-39 24%Male 40 26%Female 17-20 28%Female 21-27 30%Female 28-39 32%Female 40 34%Air Force (New Recruit Standards)Male 17-29 20%Male 30 24%Female 17-29 28%Female 30 32%Air Force (Standards After Boot Camp)The Air Force no longer measures body fat after basic training. Instead, Body Composition is an integrated part of the overallAir Force Fitness Test.Body Fat Charts for MalesThe tables below are derived from DOD Instruction 1308.3, DoD Physical Fitness and Body Fat Programs Procedures.Body Fat Percentages for Males between 60.0 and 64.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt60.060.561.061.562.062.563.063.564.064.513.59914.01111101010109914.51212121111111110101015.01313131312121212111115.51515151515131313131216.01616151515151414141416.51717161616161515151517.01818181717171716161617.51919191818181817171718.02020201919191918181818.52121212020202019191919.02222222121212120202019.52323232222222221212120.02424242323232322222220.52525252424242423232321.02626262525252524242421.52727272626262625252522.02827272727262626262522.52928282828272727272623.02929292928282828272723.53030302929292928282824.03131303030302929292924.53231313130303030302925.03232323231313131303025.53333333232323231313126.03434333333333232323226.53534343434333333333227.03535353534343434333327.53636363535353534343428.037363636 36353535353428.5373736363636353529.037373736363629.5373736Body Fat Percentages for Females between 58.0 and 62.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt58.058.559.059.560.060.561.061.562.062.545.01945.520201946.0212020201946.5212121202020191947.02222222121202020191947.52323222222212121202048.02423232322222221212148.52424242323232222222149.02525242424232323222249.52626252524242423232350.02726262625252424242350.52727272626262525252451.02828272727262626252551.52928282827272726262652.02929292828282727272652.53030292929282828272753.03130303029292928282853.53131313030302929292854.03232313131303030292954.53332323231313130303055.03333333232323131313055.53434333333323232313156.03534343433333332323156.53535353434343333323257.03636353534343433333357.53736363535353434343358.03737363636353535343458.53837373736363635353559.03838383737373636363559.53939383838373736363660.04039393838383737373660.54040393939383838373761.04140404039393938383861.54141414040403939383862.04242414 140404039393962.54242424141414040403963.04343424242414141404063.54443434242424141414064.04444434343424242414164.54544444443434342424265.04545454444434343424265.54645454544444443434366.04646464545454444434366.54746464645454544444467.0474646464545454467.54746464645454568.047474646464568.54746464669.047474669.547Body Fat Percentages for Males between 65.0 and 69.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt65.065.566.066.567.067.568.068.569.069.514.5109915.0111110101010109915.51212121111111111101016.01313131312121212121116.51414141414131313131217.01615151515141414141417.51716161616161515151518.01818171717171616161618.51919181818181717171719.02020191919191818181819.52121202020201919191920.02221212121212020202020.52322222222212121212121.02423232323222222222121.52424242423232323232222.02525252524242424232322.52626262525252524242423.02727262626262625252523.52827272727272626262624.02828282828272727272624.52929292928282828272725.03030302929292928282825.5313130303030292929 2926.03131313131303030302926.53232323231313131303027.03333323232323231313127.53433333333323232323228.03434343433333333323228.53535343434343433333329.03636363635353535343429.53636363635353535343430.03737363636363535353530.5373737363636363531.0373736363631.53737Body Fat Percentages for Males between 70.0 and 74.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt70.070.571.071.572.072.573.073.574.074.515.51011099916.011111110101010109916.51212121211111111111017.01313131313121212121117.51414141414131313131318.01515151515141414141418.51716161616151515151519.01817171717161616161619.51818181818171717171720.01919191919181818181820.52020202019191919191821.02121212120202020201921.52222222121212121202022.02323232222222222212122.52424232323232322222223.02524242424242323232323.52525252525242424242424.02626262625252525252424.52727272626262626252525.02828272727272626262625.52928282828272727272726.02929292928282828282726.53030302929292928282827.03130303030302929292927.5313131313030303 0302928.03232323131313131303028.53332323232323131313129.03333333332323232323129.53434343333333332323230.03534343434343333333330.53535353534343434343331.03636353535353534343431.53636363636353535353532.03737373636363636353532.53737363636363633.03737363633.537Body Fat Charts for FemalesThe tables beloware derived from DOD Instruction 1308.3, DoD Physical Fitness and Body Fat Programs Procedures.Body Fat Percentages for Females between 58.0 and 62.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt58.058.559.059.560.060.561.061.562.062.545.01945.520201946.0212020201946.5212121202020191947.02222222121202020191947.52323222222212121202048.02423232322222221212148.52424242323232222222149.02525242424232323222249.52626252524242423232350.02726262625252424242350.52727272626262525252451.02828272727262626252551.52928282827272726262652.02929292828282727272652.53030292929282828272753.03130303029292928282853.53131313030302929292854.03232313131303030292954.53332323231313130303055.0333333 3232323131313055.53434333333323232313156.03534343433333332323156.53535353434343333323257.03636353534343433333357.53736363535353434343358.03737363636353535343458.53837373736363635353559.03838383737373636363559.53939383838373736363660.04039393838383737373660.54040393939383838373761.04140404039393938383861.54141414040403939383862.04242414140404039393962.54242424141414040403963.04343424242414141404063.54443434242424141414064.04444434343424242414164.54544444443434342424265.04545454444434343424265.54645454544444443434366.04646464545454444434366.54746464645454544444467.0474646464545454467.54746464645454568.047474646464568.54746464669.047474669.547Body Fat Percentages for Females between 63.0 and 67.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt63.063.564.064.565.065.566.066.567.067.547.5191948.02020201948.521212020201949.022212121202020191949.52222222121212020201950.02323222222222121212050.52423232323222222212151.02524242423232322222251.52525252424242323232252.0262625252 5242424232352.52726262625252524242453.02727272626262525252453.52828272727262626252554.02928282827272726262654.52929292828282727272655.03030292929282828272755.53130303029292928282856.03131303030302929292856.53231313130303029292957.03232323131313030302957.53333323232313131303058.03433333332323231313158.53434343333333232323159.03535343434333333323259.53535353434343333333360.03636353535343434333360.53736363635353534343461.03737373636363535353461.53837373736363636353562.03838383737373636363562.53939383838373737363663.04039393938383837373763.54040393939383838373764.04140404039393938383864.54141414040403939393865.04241414140404039393965.54242424141414040403966.04342424241414141404066.54343434242424141414067.04444434343424242414167.54444444343434242424168.04545444444434343424268.54545454444444343434369.04646454545444444434369.54646464545454444444470.04747464646454545444470.5474646464645454571.04747464646454571.5474746464672.04747464672.54747Body Fat Percentages for Females between 68.0 and 72.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt68.068.569.069.570.070.571.071.572.072.549.51950.020201950.521202020191951.02222212121202020201951.52222212121202020201952.02322222221212121202052.52323232222222221212153.02424232323222222222153.52524242423232323222254.02525252424242423232354.52626252525242424242355.02726262625252525242455.52727272626262525252556.02828272727262626252556.52928282827272726262657.02929292828282727272657.53029292929282828272758.03030302929292928282858.53131303030292929292859.03231313130303029292959.53232323131313030302960.03332323232313131303060.53333333232323231313161.03434333333323232323161.53534343433333332323262.03535353434343333333262.53635353534343434333363.03636363535353434343463.53737363636353535343464.03737373636363635353564.53838373737363636363565.03838383837373736363665.53939383838373737373666.04039393938383837373766.54040393939393838383767.04140404039393939383867.54141414040403939393868.04241414140404040393968.54242424141414 040403969.04342424241414141404069.54343434242424141414170.04443434343424242414170.54444444343434242424271.04544444444434343424271.54545454444444343434372.04645454545444444434372.54646464545454444444473.04746464645454545444473.547474646464545454474.04746464646454574.547474646464575.04746464675.547474676.047Body Fat Percentages for Females between 73.0 and 77.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt7373.57474.57575.57676.57777.54949.55050.55151.55220191952.5202020191953212120202020191953.522212121212020201919542222222121212120202054.523232222222221212120552423232322222222212155.524242423232323222222562525242424232323232256.526252525242424242323572626262525252424242457.527262626262525252524582727272726262625252558.528282727272726262625592928282827272727262659.529292928282827272727603030292929282828282760.530303030292929282828613131303030302929292861.532313131303030302929623232323131313030303062.533323232323131313030633333333232323231313163.534343333333232323231 643434343433333332323264.535353434343333333332653535353534343433333365.535353535353534343433663535353535353535343466.535353535353535353535673535353535353535353567.535353535353535353535Height/Weight Charts for New Army Recruits (Male)Height in InchesMinimum WeightMaximum Weight (Age 17-20)Maximum Weight (Age 21-27)Maximum Weight (Age 28-39)Maximum Weight (Age 40)5891599460971321361391416110013614014414662104141144148150631071451491531556411015015415816065114155159163165661171601631681706712116516917417868125170174179181691281751791841867013218018518919271136185189194197721401901952002037314419520020520874148201206211214751522062122172207615621221722322677160218223229232781642232292352387916822923524124480173234240247250Height/Weight Charts for NewArmy Recruits (Female)Height in InchesMinimum WeightMaximum Weight (Age 17-20)Maximum Weight (Age 21-27)Maximum Weight (Age 28-39)Maximum Weight (Age 40)5891119121122123599412412512612860971281291311336110013213413513762104136138140142631071 411431441466411014514714915165114150152154156661171551561581616712115916116316668125164166168171691281691711731767013217417617818171136179181183186721401841861881917314418919119419774148194197199202751522002022042087615620520721021377160210213215219781642162182212257916822122422723080173227230233236Height/Weight Charts for New Air ForceRecruits (Male and Female)Height (inches)Max Weight (lbs)5813159136601416114562150631556416065165661706717568180691867019171197722027320874214752207622577231782377924480250Height/Weight Charts for New NavyRecruits (Male)Height (inches)Maximum Weight Standard (pounds)571275813159136601416114562150631556416065165661706717568181691867019171196722017320674211752167622177226782317923680241Height/Weight Charts for NewNavyRecruits (Female)Height (inches)Maximum Weight Standard (pounds)571275813159136601416114562149631526415665160661636716768170691747017771181721857318974194752007620577211782167922280227Height/Weight Charts for New MarineRecruits (Male)Height (inches)Minimum Weight (regardless of age)Maximum Weight (16-20 years old)Maximum Weight (21-30 years old)58961481535998153158601001581636110216316862103168174631041741806410517918665106185191661071911976711119720368115203209691192092157012321522271127221228721312272347313523324174139240248751432462547614725326177151260268781532672757915727428280160281288Height/Weight Charts for NewArmyRecruits (Female)Height (inches)Minimum Weight (regardless of age)Maximum Weight (16-20 years old)Maximum Weight (21-30 years old)5891120123599412412760971281316110013213562104137140631071411446411014614965114150153661171551576712116016368125164167691281691737013217417771136179181721401841877314418919274148195197751522002037615620520877160211214781642162197916822222580173228231Height/Weight Charts for Marines After Entry(Male)Height (inches)Minimum Weight (regardless of age)Maximum Weight (16-20 years old)Maximum Weight (21-30 years old)5891120123599412412760971281316110013213562104137140631071411446 411014614965114150153661171551576712116016368125164167691281691737013217417771136179181721401841877314418919274148195197751522002037615620520877160211214781642162197916822222580173228231Height/Weight Charts for Marines After Entry(Female)Height (Inches)Maximum Standard (Pounds)Minimum Standard (Pounds)5812091591249460128976113210062137104631411076414611065150114661551176716012168164125691691287017413271179136721841407318914474195148752001527620515677211160782161647922216880228173Body Fat MeasurementsArmy (New Recruit Standards)Male 17-20 24%Male 21-27 26%Male 28-39 28%Male 40 30%Female 17-20 30%Female 21-27 32%Female 28-39 34%Female 40 36%Army (Standards After Boot Camp)Male 17-20 20%Male 21-27 22%Male 28-39 24%Male 40 26%Female 17-20 28%Female 21-27 30%Female 28-39 32%Female 40 34%Air Force (New Recruit Standards)Male 17-29 20%Male 30 24%Female 17-29 28%Female 30 32%Air Force (Standards After Boot Camp)The Air Force no longer measures body fat after basic training. Instead, Body Composition is an integrated part of the overallAir Force Fitness Test.Body Fat Charts for MalesThe below tables are derived from DOD Instruction 1308.3, DOD Physical Fitness and Body Fat Programs Procedures.Body Fat Percentages for Males between 60.0 and 64.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt60.060.561.061.562.062.563.063.564.064.513.59914.01111101010109914.51212121111111110101015.01313131312121212111115.51515151515131313131216.01616151515151414141416.51717161616161515151517.01818181717171716161617.51919191818181817171718.02020201919191918181818.52121212020202019191919.02222222121212120202019.52323232222222221212120.02424242323232322222220.52525252424242423232321.02626262525252524242421.52727272626262625252522.02827272727262626262522.52928282828272727272623.02929292928282828272723.53030302929292928282824.03131303030302929292924.53231313130303030302925.03232323231313131303025.53333333232323231313126.03434333333333232323226.53534343434333333333227.03535 353534343434333327.53636363535353534343428.03736363636353535353428.5373736363636353529.037373736363629.5373736Body Fat Percentages for Females between 58.0 and 62.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt58.058.559.059.560.060.561.061.562.062.545.01945.520201946.0212020201946.5212121202020191947.02222222121202020191947.52323222222212121202048.02423232322222221212148.52424242323232222222149.02525242424232323222249.52626252524242423232350.02726262625252424242350.52727272626262525252451.02828272727262626252551.52928282827272726262652.02929292828282727272652.53030292929282828272753.03130303029292928282853.53131313030302929292854.03232313131303030292954.53332323231313130303055.03333333232323131313055.53434333333323232313156.03534343433333332323156.53535353434343333323257.03636353534343433333357.53736363535353434343358.03737363636353535343458.53837373736363635353559.03838383737373636363559.53939383838373736363660.04039393838383737373660.54040393939383838373761.0414 0404039393938383861.54141414040403939383862.04242414140404039393962.54242424141414040403963.04343424242414141404063.54443434242424141414064.04444434343424242414164.54544444443434342424265.04545454444434343424265.54645454544444443434366.04646464545454444434366.54746464645454544444467.0474646464545454467.54746464645454568.047474646464568.54746464669.047474669.547Body Fat Percentages for Males between 65.0 and 69.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt65.065.566.066.567.067.568.068.569.069.514.5109915.0111110101010109915.51212121111111111101016.01313131312121212121116.51414141414131313131217.01615151515141414141417.51716161616161515151518.01818171717171616161618.51919181818181717171719.02020191919191818181819.52121202020201919191920.02221212121212020202020.52322222222212121212121.02423232323222222222121.52424242423232323232222.02525252524242424232322.52626262525252524242423.02727262626262625252523.52827272727272626262624.02828282828272727272624.529292929282828 28272725.03030302929292928282825.53131303030302929292926.03131313131303030302926.53232323231313131303027.03333323232323231313127.53433333333323232323228.03434343433333333323228.53535343434343433333329.03636363635353535343429.53636363635353535343430.03737363636363535353530.5373737363636363531.0373736363631.53737Body Fat Percentages for Males between 70.0 and 74.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt70.070.571.071.572.072.573.073.574.074.515.51011099916.011111110101010109916.51212121211111111111017.01313131313121212121117.51414141414131313131318.01515151515141414141418.51716161616151515151519.01817171717161616161619.51818181818171717171720.01919191919181818181820.52020202019191919191821.02121212120202020201921.52222222121212121202022.02323232222222222212122.52424232323232322222223.02524242424242323232323.52525252525242424242424.02626262625252525252424.52727272626262626252525.02828272727272626262625.52928282828272727272726.02929292928282828282726.530303029292 92928282827.03130303030302929292927.53131313130303030302928.03232323131313131303028.53332323232323131313129.03333333332323232323129.53434343333333332323230.03534343434343333333330.53535353534343434343331.03636353535353534343431.53636363636353535353532.03737373636363636353532.53737363636363633.03737363633.537Body Fat Charts for FemalesThe below tables are derived from DOD Instruction 1308.3, DOD Physical Fitness and Body Fat Programs Procedures.Body Fat Percentages for Females between 58.0 and 62.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt58.058.559.059.560.060.561.061.562.062.545.01945.520201946.0212020201946.5212121202020191947.02222222121202020191947.52323222222212121202048.02423232322222221212148.52424242323232222222149.02525242424232323222249.52626252524242423232350.02726262625252424242350.52727272626262525252451.02828272727262626252551.52928282827272726262652.02929292828282727272652.53030292929282828272753.03130303029292928282853.53131313030302929292854.03 232313131303030292954.53332323231313130303055.03333333232323131313055.53434333333323232313156.03534343433333332323156.53535353434343333323257.03636353534343433333357.53736363535353434343358.03737363636353535343458.53837373736363635353559.03838383737373636363559.53939383838373736363660.04039393838383737373660.54040393939383838373761.04140404039393938383861.54141414040403939383862.04242414140404039393962.54242424141414040403963.04343424242414141404063.54443434242424141414064.04444434343424242414164.54544444443434342424265.04545454444434343424265.54645454544444443434366.04646464545454444434366.54746464645454544444467.0474646464545454467.54746464645454568.047474646464568.54746464669.047474669.547Body Fat Percentages for Females between 63.0 and 67.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt63.063.564.064.565.065.566.066.567.067.547.5191948.02020201948.521212020201949.022212121202020191949.52222222121212020201950.02323222222222121212050.52423232323222222212151.02524 242423232322222251.52525252424242323232252.02626252525242424232352.52726262625252524242453.02727272626262525252453.52828272727262626252554.02928282827272726262654.52929292828282727272655.03030292929282828272755.53130303029292928282856.03131303030302929292856.53231313130303029292957.03232323131313030302957.53333323232313131303058.03433333332323231313158.53434343333333232323159.03535343434333333323259.53535353434343333333360.03636353535343434333360.53736363635353534343461.03737373636363535353461.53837373736363636353562.03838383737373636363562.53939383838373737363663.04039393938383837373763.54040393939383838373764.04140404039393938383864.54141414040403939393865.04241414140404039393965.54242424141414040403966.04342424241414141404066.54343434242424141414067.04444434343424242414167.54444444343434242424168.04545444444434343424268.54545454444444343434369.04646454545444444434369.54646464545454444444470.04747464646454545444470.5474646464645454571.04747464646454571.5474746464672.04747464672.54 747Body Fat Percentages for Females between 68.0 and 72.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt68.068.569.069.570.070.571.071.572.072.549.51950.020201950.521202020191951.02222212121202020201951.52222212121202020201952.02322222221212121202052.52323232222222221212153.02424232323222222222153.52524242423232323222254.02525252424242423232354.52626252525242424242355.02726262625252525242455.52727272626262525252556.02828272727262626252556.52928282827272726262657.02929292828282727272657.53029292929282828272758.03030302929292928282858.53131303030292929292859.03231313130303029292959.53232323131313030302960.03332323232313131303060.53333333232323231313161.03434333333323232323161.53534343433333332323262.03535353434343333333262.53635353534343434333363.03636363535353434343463.53737363636353535343464.03737373636363635353564.53838373737363636363565.03838383837373736363665.53939383838373737373666.04039393938383837373766.54040393939393838383767.04140404039393939383867.541414140 40403939393868.04241414140404040393968.54242424141414040403969.04342424241414141404069.54343434242424141414170.04443434343424242414170.54444444343434242424271.04544444444434343424271.54545454444444343434372.04645454545444444434372.54646464545454444444473.04746464645454545444473.547474646464545454474.04746464646454574.547474646464575.04746464675.547474676.047Body Fat Percentages for Females between 73.0 and 77.5 Inches TallCircumference ValueHeight (inches)HtHtHtHtHtHtHtHtHt7373.57474.57575.57676.57777.54949.55050.55151.55220191952.5202020191953212120202020191953.522212121212020201919542222222121212120202054.523232222222221212120552423232322222222212155.524242423232323222222562525242424232323232256.526252525242424242323572626262525252424242457.527262626262525252524582727272726262625252558.528282727272726262625592928282827272727262659.529292928282827272727603030292929282828282760.530303030292929282828613131303030302929292861.532313131303030302929623232323131313030303062.53332323232313 1313030633333333232323231313163.534343333333232323231643434343433333332323264.535353434343333333332653535353534343433333365.535353535353534343433663535353535353535343466.535353535353535353535673535353535353535353567.535353535353535353535

Want your team to be successful Stop treating them like kids

Want your kollektiv to be successful Stop treating them like kidsWant your team to be successful Stop treating them like kidsLeading is like parenting - everybody thinks they do a much better job than they actually do.Theres a definite gap between how most executives assess themselves and how their direct reports do. Leaders and their teams seem to be watching two different movies.What you give is what you get.Organizations want employees to become mora mature, accountable, and to drive change - yet their policies and rules treat people as kids.My point is not to point fingers, but to invite reflection. Without realizing it, many executives act as Helicopter anfhreres they have good intentions, but their need to control and protect their people doesnt allow them to grow.Its time for leadership to grow upBefore I got married I had six theories about raising children now, I have six children and no theories. - John WilmotTheres a tension that keeps repeating over and over - when thi ngs dont go well theres a tendency to blame it on the people.I help organizations build a culture of change - to become mora experimental, innovative, and adaptive. When I kick-off a project, I receive a brief from senior executives. Most of the times, the diagnosis focuses on how their teams are not performing as they should.The company is trying to push change forward, but peoples behaviors and mindsets are - supposedly - getting in the way. While the description is not necessarily wrong, its far from being accurate. Afterward, when we interview the broader team, we get to listen to the other side of the story.Both stories are right and wrong at the same time.Driving change is not about taking sides, but a collective experience. Dont expect people to change if your rules stay the same.Addressing this gap with my clients, Ive come to a simple realization. Most senior executives believe they are good at delegating and inspiring people based on a different standard - a paternalis t leadership style they learned from their bosses decades ago.Delegation and freedom aint what they used to be.Todays environment requires removing the boundaries between leaders and the rest. People expect a more transparent, experimental, and participatory culture. Those words need to be understood through a 21st Century lens.Leadership is about co-creation - people want to be an active contributor, not just a passive implementer. Your team wishes to be treated as equals, not as kids.Stop planning, start experimentingOne believes things because one has been conditioned to believe them. - Aldous HuxleyWe live in an uncertain, volatile, and fast-changing era. However, most senior executives were trained to manage organizations in a predictable world.Most companies keep thinking on annual cycles. Annual planning, employee performance reviews, and promotions, to name a few are based on a 12-month period. We need to become better at adapting rather than at anticipating. As Susan Peter s, GEs head of human resources The world isnt really on an annual cycle anymore for anything.The same applies to organizational structure or policies. They were written when things were supposedly predictable - organizations wanted to control how things should be done.That model operated under the assumption that leaders knew better. They were in dienstgrad of making strategic decisions and then persuade others to follow.However, a top-down approach is ineffective. Every person in a team is a sensor. They can detect problems and opportunities every member can develop new ideas, information or ways to operate.The future is uncertain. Modern leaders must be humble and vulnerable enough to admit they dont have all the answers - least to say that they can predict what will happen tomorrow. Rather than being stuck in best practices, organizations need to promote an experimental mindset.Rules and processes must constantly be challenged and improved.We must stop treating people as childr en and let them actively participate, design, and influence how the company operates. Trial and error is not an option. Your team needs more room to experiment, make mistakes, adapt, and evolve.Five ways to start treating people like adultsHere are some ways to unleash the leader within your team by treating them as such and not as doers. There are not meant to be comprehensive or perfect, but rather to get you started.1. Rules that enable rather than forbidOn a previous article, I discussed how companies need to shift from a Culture of Scarcity to one of abundance. That requires a new approach to rules and policies.Most companies have rules that are based on a command and control mentality that welches originated in the Industrial Revolution. Managers had to supervise that people showed up, did their job, and followed the policies.The problem with the command and control approach is that it doesnt promote trust. Rules control how and what people should do, rather than enable them t o act freely and do what they believe is best for the company.Also, corporate rules tend to be one-way. Employees are supposed to clock in and out but are expected to reply to work emails during the weekend.Netflix unlimited vacation policy is the opposite - rather than tracking time it focuses on performance. When a culture is built around accountability people behave like adults - theres no need to cheat.2. Delegate decision-making rather than tasksI have yet to hear a senior executive acknowledging that he/ she is not good at delegating.The problem is that they task people with managing projects, but dont delegate decision-making. No matter how empowered a team is in the end, they always need their boss approval.Real delegation includes full accountability, to be responsible for both actions and repercussions. You can start by encouraging your team to make decisions in small doses.Safe-to-try decisions are an excellent contribution from Holacracy, a self-management system. It m oves teams into action rather than waiting for the perfect solution or for the boss to chime in.Think of safe-to-try as a Litmus test. To accept or reject a proposal there are two questions the team should considerWill this decision move the team backward?Will the proposal, if implemented, cause harm which can not be mitigated promptly?Theres always time to course correct. Let the team adjust their path based on actual feedback instead of hypothesis based on fear or anticipation.3. Trust peoples criteria over the processOrganizations that prioritize processes over results end encouraging politics rather than accountability.Zappos gives its employees freedom to follow their own criteria versus telling them whats right or wrong. An employee can send a new pair of shoes free of charge to a bride whos shoes never showed up without asking anyone for permission. Solving the clients problem is priority number one - employees use their best judgment rather than follow a rigid process.Do yo u encourage your team to follow or break the rules?What is it most important? To get the job done or to follow the process? Rules shouldnt limit your teams ability to perform their job. Breaking rules is not bad when its done with a purpose - heres a method to do so.4. Encourage failure rather than protectionismHelicopter bosses are not just micromanagers - they tend to be overprotective too. Trying to avoid the team from getting hurt, they can cause more damage.Teams need to make mistakes to learn and grow. At Nixon McInnes, a social media company, the Church of Fail is a monthly ritual. Employees are invited to stand and confess their mistakes and are wildly applauded for doing so.Does your organization punish mistakes or encourage people to learn from them?Embracing mistakes promotes transparency and experimentation. Everyone makes mistakes - publicly acknowledging them ensures that people can learn from them and that others wont make the same one. Also, mistakes are a means t o an end - action is always better than inaction.5. Provide challenges rather than directionPeople want to be challenged so that they can give their best. However, more than 3/4 of the workforce believe their bosses dont motivate them to unleash their true potential.Most senior managers tend to define the path rather than letting their team members find the solution. They provide unsolicited advice instead of challenging people with questions.When work is organized around projects, peoples responsibilities become repetitive and predictable thus, decreasing excitement and engagement.Facebook engineers decide what they want to work on. They can make changes to the website without asking for permission.Assign challenges rather than tasks. Its more interesting to be in charge of How can we inspire and educate our clients? than to be the monthly newsletter manager. A challenge invites people to improve their game, not just to continue playing the same way. Leadership requires a new sta ndard - invite your team to co-create how your organization works and operates. Encourage people to experiment and fail, to break the rules with a purpose, to make decisions, and to prioritize results over processes.Freedom drives accountability - contrary to public belief, the more freedom people get, the more engaged and committed they are.Your team is constituted by responsible adults who should be trusted. They dont need to be controlled. What you give is what you get.Before you leaveReceive my weekly Insights for Changemakers Sign Up NowDownload my ebook Stretch Your Team how to thrive in a changing world get your free copy.This article first appeared on Medium.

The Surprising Connection Between Resumes and Obituaries

The Surprising Connection Between Resumes and Obituaries The Surprising Connection Between Resumes and Obituaries In a way, an obituary is the resume of a persons life. It contains details about their professional history, their accomplishments, and their contributions to the community.The length of yur obituary and the details itcontains depend on you and what you do now. Youve seen those obituaries that simply list a persons name, profession, family, and place of death, but youve also seen those impressive obituaries that are very long and full of accomplishments and contributions to the community.Which type of obituary do you want to leave behind? Your resume, in a sense, will provide the information used in your obituary. If you dont like your resume, its time to take a hard look in the mirror.When welches the last time you reviewed your resume? Is it still current? Do you even have a copy of your resume saved on your computer, or was it lost when your computer crashed?Most sto pthinking about their resumesonce theyve landed a new job and settled in. This is a huge mistake. I recommend you review your resume quarterly. This will help you stay on the path to success.When youre doing that quarterly review, here are five sections to pay special attention to1. Contact InformationIs it current? If you are still using Yahoo, Hotmail, or AOL as your email provide, you should update to Gmail or Outlook. If youre still usingyour first email address ever, youre dating yourself and showing a lack of professionalism. Furthermore, these addresses are often associated with spam.You want your email opened.2. Key Accomplishments What are your three biggest accomplishments? When was the last time you updated this section? If it has been several years and you have elend made a new, significant contribution to your employer or community in that time, you need to design a career strategy to upgrade the value you provide.An easy way to ensure you do not forget significant cont ributions you make is to take time at the end of each day or week to review what went well at work and what did not. Use this time to think about how you can improve processes, revamp a system, design a script, etc. Your goal is to be able to quantify the results of your actions in terms of dollars, percentages, or numbers.Quantifying what you have done each day, week, or month will also prepare you for future performance appraisals. Supervisors rarely see everything you do they may not know the actual value you contribute. You need to be able to prove the value you provide to the company.3. Relevant SkillsAre these still relevant? Do a quick job search to see what skills employers want today. Reading through current job posts will alert you to whether or not you need to enroll in continuing education classes or gain new certifications in order to stay competitive. If you do, note that many community colleges offer programs to help you. You should also check with professional organi zations to which you belong to see if they offer any relevant training or seminars.4. Job HistoryDo you have jobs listed that are more than 10 years old? If they are no longer relevant, it is time to remove them.Are your current job duties accurate? Have you listed your latest accomplishments with quantified results? Review your last performance appraisal to see if there are new bullets to add to your resume.5. Volunteer WorkAre you contributing to your community? I highly recommend you give back to your community for many reasons besides the fact that it looks good on your resume. Volunteering is often a great way to network with others who share your values, and networking is key to career success.Remember Networking isnt about you. It is about you helping and providing value to others. When you help others, they will reciprocate.After you have updated your resume, remember to update your LinkedIn profile as wellWhen you review your resume, do you like what you see? If not, its ti me to change it. You have the power to improve your situation. How do you want to be remembered? You probably want to be remembered for doing a great job. Plus, your employer will want to keep you if you provide value.In the military, we used the term retired on active duty, or ROAD to describe people who were dead weight. They showed up to work but did nothing because they knew they were headed out the door. Do not be a ROAD. Show up each day ready to contribute to the organization.Jaynine Howardis a military veteran whose work as a career strategist and reinvention specialist has been recognized by professional organizations throughout the nation.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career. Like this article? We also offer tons of free eBooks on career and recruiting topics - check out Get a Better Job the Right Way and Why It Matters Who Does Your Recruiting. document.write(Read more ) in Resume