Wednesday, May 29, 2013

Which Social Media Should You Use to Grow Your Company? Get Some Ideas From

Check out this second infographic from that analyzes the breadth of social media today, as well as which ones are the most popular!

Monday, May 20, 2013

Learn the Secrets to Effectively and Fairly Rewarding Your Employees!

Employee Rewards: How to Fairly and Effectively Drive Engagement and Loyalty

Tuesday, June 4, 2013 1:30 - 3:00 p.m. Eastern Time

An Interactive Webinar With Practical Compliance Strategies
Organizations face numerous challenges when deciding how to best reward employees. You must balance the often-competing forces of market competitiveness, affordability, performance, and fairness.
Perceived fairness, or the lack thereof, is often at the root of why employees leave organizations. The idea of fairness also determines if an employee will make an extra effort to reach organizational goals or even the objectives of her own job.
For these reasons, it's vital for organizations to ensure that their reward programs are rooted in principles of fairness to motivate employees from different backgrounds, experiences, and cultures.
Don't miss our eye-opening webinar on June 4, when you'll learn:

  • How employee demographics, organization culture, and geographic location are related to employee perceptions of reward fairness
  • How pay strategies, programs, and policies can be used to enhance employee perceptions of reward fairness
  • Whether pay differences enhance or erode pay fairness and employee engagement
  • The business impacts that perceptions of pay fairness have on organizations
  • How reward fairness should be handled in the design of reward strategies, policies, and programs
  • Common pitfalls to avoid when the importance of reward fairness is underestimated -- or overlooked altogether
  • And much more!
In just 90 minutes, you'll learn the key role that fairness plays in your reward program -- and how to use it to your advantage. Register now for this informative event risk free.
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.
Register NowOrder Recorded Version
Or call 1-800-7-ASK-BLR (1-800-727-5257) and mention webinar code: S08243

Your Speakers

Cheryl Mikuls is vice president in the Kansas City office of Hay Group. She serves as a senior consultant and a member of management for the Midwest Region. She also serves as client relationship manager for several clients and manages projects involving the design, development, and implementation of innovative reward programs. As the senior leader in the organization, Ms. Mikuls serves as a key business developer and mentor within the organization to ensure quality deliverables of the consulting teams and growth and development of consultants within the practice. Additionally her expertise in the area of work measurement is vital to the continued education of consultants and clients in this core practice.
Amanda Wethington is a senior associate in the Chicago office of Hay Group. Her focus is on work measurement, reward programs, and sales incentives. She is also experience in broad-based compensation design and alignment, variable pay program design and providing analysis to deliver insights between organization strategy and compensation philosophy.

Webinar Benefits

Unlimited listeners per phone line!
Invite your colleagues to join you around a speakerphone and computer to share the benefits of this information-packed webinar. Your cost per listener drops drastically with each additional listener.
How Do Webinars Work?
A webinar is remarkably cost-effective and convenient. You participate from your office, using a regular telephone and a computer with an Internet connection. You have no travel costs and no out-of-office time.
Plus, for one low price, you can get as many people in your office to participate as you can fit around a speakerphone and a computer screen.
Because the conference is live, you can ask the speakers questions - either on the phone or via the webinar interface.
You will receive access instructions via e-mail three days before the event and the morning of the event. Your conference materials will be included in these emails for you to view, print, and download prior to the event. They are also available on the webinar interface when you log in.
If you are ordering online the morning of the webinar please call our Customer Service Department at 1-800-727-5257 to be sure to get your access instructions and handout materials.
Why You Can Sign Up with Confidence to Attend
With Business & Legal Resources webinars, you're completely protected. If you are not completely satisfied after attending a BLR event, let us know, and we will refund 100% of your registration fee - no questions asked.

Click here to sign up for the webinar today!

How to Discuss Being Fired from Your Last Job and STILL Look Like a Star Candidate - by Mary Elizabeth Bradford

Check out this great blog post by "career artisan" Mary Elizabeth Bradford!

      People get fired for lots of reasons. Some are legitimate, based on performance issues, and some are completely unjustified. Regardless of the reason for being let go, there are solid methods for communicating the circumstances without hurting your candidacy with potential future employers.
      In fact, many of my clients who were previously "let go" went on to land better positions with a sizable increase in total compensation. One of my clients secured a whopping $60,000 in additional salary after being fired as a result of getting caught in between some ugly corporate politics.
        The following are three solid steps you can take to have successful interviews after being fired.

       Step #1 – Give yourself time to decompress.
      This is the most important step you can take. If you have lost your job, you will most likely go through a grieving process similar to other significant life losses we all experience. If you interview prematurely, you may inadvertently "wear your grief" and/or find yourself unable to talk about your last employer with the kind of convincing detachment and discretion you will need to keep interviewers focused and excited about the value you offer them.
     What if you need to begin to interviewing right away? To speed up your "grieving process" while still honoring that time cycle, take a ceremonial weekend vacation, book a round of golf, take a spa day, or a family picnic by the lake. Whatever you decide, make sure it's fun and relaxing, because this is your decompression time... just for yourself! Title your outing: "Your Ceremonial Moving On." This is a physical process that evokes very real physical and mental benefits.
         I have seen this "moving on ceremony" work wonders with my clients and I promise it will work for you too. In fact, I have used it myself. When I left my last employer, my husband threw me a congratulatory dinner and I bought myself a big decadent slice of carrot cake, stuck and candle in it, and we spent the evening talking about the future. It was wonderful!
         Step #2 - Identify your allies.
      You want to contact any and all allies you have and had with your last company. These can include past colleagues, people that worked for you, key executives, clients and vendors - anyone that can attest to your strengths, your attributes and anything positive. If applicable, individuals who can diplomatically hint that there were problems beyond your control with your last company can be especially helpful. Remember, references can be provided by lots of other people besides your past "boss."
        You will want to gather as many WRITTEN references associated with this position as possible. If you are in my job search coaching program (, you can listen to my audio coaching call on how to get and use jaw-dropping references. This call goes step by step through how to ask for these references, whom to ask and exactly how to use them once you have them (you'll find that the payoff for you is nothing short of amazing!).
         Focus on short, written quotes and if you are on LinkedIn (you should be) you can ask for endorsements and then use them. Not only does this enhance your LinkedIn profile, but re-purposes it as part of a reference page you put together for your "marketing collateral."
         Step #3 – Prescript a BRIEF, but clear, statement.
         Develop a brief statement about the reason you were fired and practice saying it. You can use it in your upcoming interviews. Keep it short, simple and clear. Here is an example: Click here to continue reading this article...
          Inspiring your success,
Mary Elizabeth

For more information from Mary Elizabeth, visit her website at

Wednesday, May 1, 2013

Show Off YOUR Unique Blueprint!

Some words of wisdom from Hillary, the 'Angel of Fire' at -- 
I'm taking a bold step today to say... 

If you are trying to use someone else's exact blueprint for 
your life as a "one size fits all" concept -- PLEASE STOP! 

One size fitting all or even most when it comes to pretty 
much anything never really works. 

It just creates more suffering and holds you back from 
shining your own light. 

In my new blog post, I show where this goes wrong. 

Modeling Someone Else's Plan for Your Life Could Complicate Things

Here's why: The main problem with blanketed advice is that 
it's made to help the masses.  What works for one person may
not work for you as a blueprint for your life.  

Curious to know... 

How do you feel about following someone else's blueprint for
your life? Has it worked? Not worked? 

Did you find one step that put it all together for you? 

Take Advantage of Valuable Resume Training, Coach Training, Entrepreneurial Training at the CTL Virtual Conference


The CTL Virtual Conference is a remarkably valuable educational experience for 5 distinct reasons:

1.       It's all online ... the entire 3 days of the conference. You can watch the entire conference on video – the presentations, the live Q&A with each speaker, and the text chat stream during each presentation. And, because it's recorded, you can watch as many times as you want between now and June 30, 2013, when the conference will close. Attending virtual conferences is great because you attend from the comfort of your own office! No travel, no hotel ... it makes the entire conference experience much easier and much more affordable.

2.       You can register (and pay for) only the programs you want – Resume Day or Coaching Day or Entrepreneurial Day or any combination of days. Register for what interests you the most.

3.       The quality of the speakers and presentations is outstanding. Whether I'm sharing my 10-step process for new product development, Stephen Van Vreede is telling us about the intricacies of writing technology resumes, or Carol Vecchio is discussing career discovery and renewal methodologies, the entire experience is rewarding.

4.       You'll find 2 Exhibit Halls with companies waiting to do business with career professionals – coaches, counselors, resume writers, outplacement consultants, college and university career development professionals, military transition specialists, and others. Visit the Exhibit Halls and see what you find, learn, and benefit from.

5.       Most notably, we've pushed the career industry to a new level. As the Career Thought Leaders Consortium - a think tank for the now, the new, and the next in careers - we also wanted to be the leaders in virtual conferencing within our industry. We experienced a few technical "hiccups," but we blazed the trail and that is very exciting! Don't you want to be a part of that?