Are you learning agile - Viewpoint - careers advice blog Viewpoint careers advice blog

Are you ‘learning agile’ - Viewpoint - careers advice blog Agility and the ability to learn fast are key attributes for success and can safeguard your future employability. Without this agility, you may find it difficult to embrace incremental changes in your business or the game changers brought about through artificial intelligence, market disrupters and evolving global markets.  Research and experts  are suggesting that learning agility is one of the most important skills for the future.  So, how can you be ‘learning agile’? People who are learning agile are great at learning from experience and applying this to new situations or problems.  They constantly seek out new challenges, actively ask for feedback on what they’re doing, reflect about what’s going on and make connections between seemingly unrelated challenges.  They are happy to let go of the ‘tried and tested’ and will look at each situation with fresh eyes, being willing to let go of what has made them successful in the past. These people are more likely to be successful at work and are also more likely to feel fully engaged and motivated. There is widespread agreement that these behaviours can be learnt â€" that anyone can develop or increase their learning agility. The first step is to reflect. How learning agile are you across the four areas of mental agility, people agility, change agility and results agility? Mental agility Are you curious about things, always asking questions to understand more? Do you try to identify the root cause rather than just solve the immediate problem? Do you make connections between different things? Are you comfortable if there’s no obvious solution and things are ambiguous? People agility Are you aware of your impact on others? Do you understand other people’s needs? Can you flex and change your behaviour to fit in with others? Do you seek feedback on how you’re doing? Change agility Do you test ideas out and experiment? Do you contribute fresh thinking and new ideas? Are you energised by change? Do you constantly look to improve things? Results agility Can you help a team work well together? Are you focused on the goal and achieving results? Can you adapt your plans as the situation changes? Can you find new ways to deliver when things are tough? These questions will help you to understand how learning agile you are.  Be honest with yourself, how many of these things do you really do?  You could also ask others for their feedback â€" research suggests that people who are not very learning agile will tend to overestimate how good they are, meanwhile, people who are very learning agile tend to underestimate it! If you want to build your learning agility, here are a couple of simple habits you could introduce. Reflect on your performance: Make it a habit to regularly ask yourself what went well, what didn’t go so well, what will you do differently next time? Then put this into practice and reflect again… Broaden your perspective: Avoid the temptation of quickly jumping to a conclusion, always ask yourself ‘how else could I tackle this, and how else?’, you’ll be amazed by the new solutions you will identify… Give it a go â€" after all, trying things out is part of learning agility! Did you find this advice useful? You may enjoy some of the  related content  below: How to master the art of learning and practising feedback Why creativity isnt just important for creative jobs Using mindfulness to improve how we work together 6 lessons that shaped my career

There was a 2016 Amazon patent putting workers in cages

There was a 2016 Amazon patent placing laborers in confines There was a 2016 Amazon patent placing laborers in confines In the event that you see an eventual fate of robot takeovers or well disposed robot associates, the following 10, 20, 30 years of people figuring out how to functioning close by machines can start positive thinking or fear. There will undoubtedly be crazy thoughts that ought to never come around! What's more, in 2016, Amazon recorded a patent that took human-machine participation to this sort of dim place.According to a patent as of late featured by the Seattle Times, Amazon had a plan to place people in confines, with the goal that they could work in robot-just zones securely and effectively. In the patent figure, you can see a metal confine like fenced in area on a mechanical streetcar that could move the laborers around an office. In the patent rundown, the innovation's utilization is painted as an approach to help unnecessary personal time where no stock related undertakings can be performed.Patent of laborer confine not liable to really happenMany patent applications never obse rve business use, and apparently this patent is never going to be of them. Lindsay Campbell, an Amazon representative, advised the Seattle Times that response to the patent use was misinformed, and Dave Clark, who administers tasks at Amazon, went further and recognized it was not the best innovation: Here and there even impractical notions get submitted for licenses. This was rarely utilized and we have no designs for usage.But the human confine for machine effectiveness gives knowledge into Amazon's considering its needs. In this patent vision of robot-human collaboration, people are having their development directed by an organization machine that is allowed to meander. The patent gets referenced in an ongoing contextual investigation on the man-made brainpower frameworks fueling Amazon Echo by Kate Crawford and Vladan Joler. There, they compose that the patent speaks to a phenomenal delineation of laborer distance, an obvious second in the connection among people and machine. Hu man work controlling the abundance of organizations comes to the detriment of individual autonomy.If you need to get a brief look into the fate of computerized reasoning, investigate the licenses and dreams around them. Tragic prospects are based upon the unevenly conveyed tragic systems of the over a wide span of time, dispersed through a variety of creation chains for present day specialized gadgets, they caution.

How to Avoid Writing Poor Resume Essays

How to Avoid Writing Poor Resume EssaysThe best resume writing tips are what I have learned by reading and studying the art of writing a resume. There are some words that must not be included in the resume and these words help the reader to gain more information about you.Most of the people who applied for a job had the mistake of not including their references on their resume. It is very important to include references. The references will give a clear picture about the background of the candidate. If you have not included any references it is your duty to include them in your resume.Some people who were interviewed asked certain information during the interview. The interviewer might ask you to list down the hobbies you like to do, the interests you have, your education and the list goes on. This will help the employer in choosing who would be suitable for the job. You cannot go wrong if you mention that you have a liking for fishing, gardening, cooking, sports, etc.In case you hav e participated in an internship for any reason and if it was an official one, you should not include it on your resume. There might be a possibility that the employer might think you are dishonest and it would not serve any purpose to mention it on your resume.There are times when an applicant asks you for certain information regarding your education but this information is already on your resume. You can include it on your resume if you want to put your qualification in a better light.The other words that must not be included on the resume are words that would refer to previous jobs. You should remember that when an employer reviews your resume he would be able to judge your professional experience and he would know if you can perform the tasks required by the company.If you have been in more than one job at the same time it would become hard for you to understand your previous job. When you have previous jobs, you need to include all the details about the positions you have held a nd where you have been.You should also put your salary so that the employer would be able to judge whether you are worth paying a higher salary to. This will also help you get hired or not.

How Work Can Be Hazardous To Your Health - Copeland Coaching

How Work Can Be Hazardous To Your Health People spend a lot of their time at work, people often find friends on the job, and what people do is an important source of their social identity and status. Simply put, work matters. Consequently, the conditions of work matter, too. Work can be an important source of stress and strain in people’s lives, whether that stress comes from long working hours, work-family conflict, the economic insecurity that derives from the threat of layoffs or fluctuating wages and hours, or not having control over one’s work environment. Not surprisingly, I and some operations research colleagues have found that toxic workplace conditions are as harmful for mortality, having a physician-diagnosed illness, and self-reported physical and mental health as exposure to second-hand smoke, a regulated known carcinogen. We also estimated that approximately 120,000 people a year die from workplace conditionsâ€"and I am not talking about physical exposures such as accidents or harmful chemicalsâ€"and that the workplace is responsible for almost $200 billion annually in incremental health care costs. I am writing a book on this issue of the workplace and human sustainability. Although there is enormous epidemiological evidence on this topic, I am seeking personal examples of how people’s work has made them ill and/or stressed. If you are willing to share your story or example, contact me at pfeff@stanford.edu to explore setting up a (recorded) telephone interview. I can offer you anonymity if you so desire, and if requested, will also not mention the name of your employer. Sharing your story can help bring the problem of harmful workplaces to light and just possibly stimulate employer and policy interventions to limit the physical and economic damage. Dr. Jeffrey Preffer Dr. Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University where he has taught since 1979. He is the author or co-author of 14 books.