GOOD MANAGERS MANAGE. GREAT MANAGERS COACH

We\’re several decades into the evolution of the knowledge worker now, where skills are softer, job descriptions grayer, and thanks to technology, everyone in the workplace has a multitude of new platforms to communicate, collaborate and get stuff done. What\’s gotten a little lost in that shuffle? Leadership has changed — especially for middle management. Effective line managers these days don\’t just clock in and out their employees — they need to know how to optimize softer skills and individual performance. They need to manage — and coach — people a lot more than they manage the work.

“I’m a big proponent of losing the word ‘manager,’ and replacing it with the word ‘coach,’” says Jay Forte, a former financial executive who traded his day job to launch Humanetrics LLC, a company that consults organizations on how to capitalize on the strengths of their employees. “‘Manager’ is an Industrial Age word, and now that we’re in the Intellectual Age, most managers don’t know how to get the most out of their employees.”

From coaching “managers” and inspiring employees to helping companies hire and retain the best talent, Forte\’s main goal is to advance personal performance in the workplace and beyond. Often times it starts with good leadership skills. So how does a manager become a great coach? Forte had three pointers:

1. Stop Telling and Start Asking
The first step to becoming a coach is reassessing how you treat and interact with your employees. Establishing an open, respectful relationship is key — and will bring long-term benefits. An example that stood out in Forte’s experience came when a customer service manager at a large company overheard one of his employees having an argument with a customer over the phone. Instead of flying off the handle and intervening, the manager stepped up as a coach, observing his employee’s behavior and then inviting the employee into his office after he hung up the phone.

By speaking with the employee behind closed doors and asking powerful, pointed questions about the situation at hand, the manager determined that what he observed was, in fact, a problem and discussed alternate solutions. This allowed the two to address and solve the problem as a team, rather than having it blow up as an employee/manager dynamic. And it established more trust, communication and engagement between the two.

“That’s a coach in action,” Forte said. “A manager might have had a meltdown and taken control of the call. He was truly conflicted about whether he should have interrupted, but it was a wise and hard decision for him not to get involved. It was a wonderfully powerful teaching moment.”

2. Match Talent With Challenges
Today’s job descriptions aren’t as cut-and-dry as they were even a decade ago. These days, employees are often hired for their talent and ability to get the job done, rather than their actual experience with said job. By getting to know about employees’ talents, interests and lives beyond the workplace, coaches can tap into strengths that run much deeper than any job description. Whether it’s planning the office holiday parties or running the company newsletter, employees often get satisfaction and fulfillment out of duties that have nothing to do with their day-to-day activities. Utilizing these talents makes the most of each employee’s potential and, in turn, adds value to the employees’ work experience.

“Look deep into your people, their talents, their capacity, and match what they have to offer with your company’s needs,” Forte said. “A coach takes a good look at what you’re extraordinary at and matches it to a particular need, so you soar.”

3. Tap Into Your Softer Side
The best coaches possess qualities that are easier said than done. This includes being a good observer and listener, really getting to know employees and trusting employees to get the job done. It all comes down to giving your workforce the tools and resources to do their job, so you can do your job.

“You have to trust in your employees,” Forte said. “Give them the ability to step up and own the situation. The mindset of a manager is often ‘I’m responsible to do the job’ when it should be ‘I’m responsible that the job gets done.’”

Ultimately, the coach takes on a role of parent, to some extent, Forte said. Like parenting, the relationship between coach and employee is often one that vacillates between guide, mentor and boss. Holding employees accountable while guiding them toward success is no simple task – it’s easy to take the reins when something’s not going right or chastise an employee for his mistakes. But handling the situation from the perspective of a guide or coach will benefit your business, your relationship with your employees and, ultimately, your bottom line.

HIRING FOR ETHICS AND INTEGRITY: 4 TACTICS THAT WORK

Every company’s got at least one: that overly competitive, sour, power-hungry — you fill in the blank — employee that walks around with a rain cloud over his head, infecting every conversation he joins and inciting feelings of isolation, discouragement or doubt among his coworkers. It only takes a few such toxic personalities to infect company morale and, ultimately, the bottom line.

Recruiters and HR managers face a daunting task when wading through the pile of resumes lying on their desks, in search of terrific talent and great character. So how do you spot these telltale signs of toxicity in the short span of a job interview and zero-in on important intangibles like character, honesty, ethics and integrity? We asked Anna Maravelas, author of “How to Reduce Workplace Conflict and Stress” and a motivational speaker recognized for her ability to transform negative cultures into climates of respect and pride. From prisons to the financial sector, every industry has its share of jerks. And Maravelas should know — she’s worked with many of them. But it isn’t all doom and gloom, as she found many of her favorite hiring tactics in the companies she encountered. Here are four that top her list.

Surprise them with an ethical scenario

Every job candidate has practiced the tried-and-true interview questions aimed at drawing out weaknesses or negative qualities. Today’s job candidates know how to turn a negative into a positive: “I’m just too hard working, too motivated, too detail-oriented…” they may say. But what about throwing in a question from left field that catches the interviewee off guard entirely?

The CEO of a predominant design and building company Maravelas had worked with stuck out in her mind for a unique interviewing tactic. The CEO would interview candidates directly, starting off with warm, getting-to-know-you conversation. A bit into the interview, the CEO would then ask, “If we ever got into a bind with a client, would you be willing to tell a little white lie to help us out?”

“If the candidate said yes,” Maravelas explains, “the offer evaporated. You really have to have a lot of integrity to say no.”

Listen to how they praise – or blame – themselves and others

Companies built on a culture of collaboration rely on team players to achieve their goals, so working effectively as a team and bringing a fraternal attitude to the table is essential. Thus, an effective way to tell if a prospective employee fits the team profile is to see where they give credit and place blame.

“Ask candidates to talk about a time when they achieved something they were really proud of,” Maravelas says. “How much credit did they give others?”

Is the candidate constantly saying “I, I, I” or referring to collective achievements she accomplished as part of a team? Does she refer to a great mentor or a close relationship with her boss as a contributor to her success, or is she constantly patting herself on the back?

An alternative way to gauge this quality, Maravelas suggests, is to ask candidates about a time when they really tried their hardest, yet failed, and listen to how they assess their own responsibility in that failure.

Tap into referrals from your best employees

Current employees can be great resource in the hiring process, and their opinions should factor significantly into a hiring decision. After all, they’ll be the ones working with the new employee. One of Maravelas’ favorite companies relies heavily on the referrals of current employees who have been with the company for several years, tapping solid veterans to actively recruit prospects from their circle of friends and professional contacts.

“If they have integrity and are known for their kindness and compassion, their friends probably are, too,” Maravelas says. “They probably don’t hang out with fakes.\”

Trust your gut

We’re often so focused on the person we’re interviewing, we may not be tuned into our own physiological reaction to them. Sitting back and asking ourselves how another person is affecting us is a valuable tactic for interviewers. If a candidate makes you feel uncomfortable or ill-at-ease, he’ll probably make his co-workers feel that same way. We may not consciously identify negative qualities right away, but we often subconsciously pinpoint an off-feeling that comes in the form of an awkward moment or the feeling of being manipulated. When hiring for integrity and character, the best bet is to go with your instinct. We gravitate towards those who make us feel good, and that quality will likely be reflected in the larger work environment. Adds Maravelas: “Really pay attention to how you feel when you’re interviewing someone else.”

For useful resources on building talent pipelines and developing your 21st-century recruiting strategy, check our our recruiting lookbook.

HOW TO WIN BIG TALENT IN SMALLER MARKETS

A decent paying job at a cool up-and-coming company in sunny Los Angeles or a better-paying job at a corporation in the middle of Minnesota? For today’s worker the choice is simple: Job preference means more than just money — it\’s about work/life balance — and the bright lights of the big cities are often a strong pull. But that leaves a slew of companies outside of top metropolitan areas often struggling to attract top recruits. Business and opportunity may be booming, but the right candidates aren\’t biting.

Indeed, 64% of Midwest employers “occasionally find it hard to fill key positions,” according to a survey by Right Management. Yet the Midwest has no lack of great opportunities or Fortune 500 companies — Minnesota boasts 19 Fortune 500 brands, Ohio has 28, and Pennsylvania is home to 23. The Manpower 2012 Talent Shortage Survey found that the top reason for difficulty when filling jobs in the Americas is lack of available applicants or no applicants at all. Are they all really in New York or California?

The answer is no, and there are ways to attract great talent to less sough-after markets. Jeff Zisner, founder of Blue Bell, Pennsylvania-based executive talent search firm Right Recruiting, says that although a lot of 20-something candidates he sees tend to head New York over Pennsylvania, he has had success attracting talent by taking a more personal approach.

\”We have had great success bringing people back home to our region once they’ve had kids and want to buy a home,\” says Zisner. \”We get reverse transplants who want to come back all of the time for family and household reasons.\”

Beyond attracting talent by simply pulling at hometown heart-strings, Zisner says it is also important to find the right match for the area and job. A recruiter in Ohio shouldn\’t waste time on a candidate who is dead set on California or hates the snow. On the other hand, a recruiter may find someone who is more open to new opportunities and experiences, and should then highlight how that city and position would appeal to the candidate\’s personality and life goals.

\”An employer needs a patience approach until the right person appears and they then must pounce once the target has become visible,\” Zisner says. \”It is all about hard work. You need a lot of candidate pools and need to make the calls. Timing is the key.\”

Zisner offers dos and don’ts for recruiting big talent in smaller markets:

· Generate excitement in the initial phone screen. For the hiring company, the phone screen is critical. The candidate, who is often remote, needs to get a real sense of the job and company and have enough interest after the phone screen to want to schedule an on-site trip. Employers who don’t add pizzazz to the initial phone screen can find candidates turned-off early in the process rather than wanting to invest valuable time on a multiple-day interview trip.

· Highlight the cost of living. A $100,000 salary in California is less money than a $70,000 salary in Pennsylvania, after taxes and housing costs.

· Appeal to a candidate\’s personal interest and lifestyle choices. A 23-year-old wants entertainment and a social life. A 40-year-old with kids wants a home and good schools. Highlight how your city can fit different candidates\’ needs.

· Try to schedule an onsite during good weather. Oddly enough, weather is very important in relocations. A candidate only has a few days to get an impression of a region. A dreary day in March can have a negative impression, while a 70-degree day with daffodils blooming may be a selling point. You obviously can\’t control the weather, but good timing and luck can be a factor.

· Conduct a stellar interview. While this may seem rather obvious, it\’s essential. A horrible interview and recruitment experience can offset a lot of location and job positives, while a good interview experience can overcome location issues.

· Steer clear of disappointing offers. A candidate who expects \”x\” dollars and is offered much less is left feeling deflated, even if the job is appealing. Expectation management is important.

· Don\’t skimp on relocation offers. This can be a killer because a bad relocation package may actually mean it will cost your candidate money to move. Money out of pocket is a meaningful thing to a candidate.

· Don\’t drag things out. A long interview and decision-making process can be a turn-off to a potential employee. Bringing people back multiple times for interviews is a killer — at some point, they throw their hands up at sloppy interview logistics.

Learn about how the Cornerstone Recruiting Cloud can be an integral part of your big or small market talent acquisition strategy.

HOW BUILDING A ‘SOCIAL BUSINESS’ CAN BOOST EMPLOYEE RETENTION

Employee turnover isn\’t just costly — experts say that finding and training a replacement can cost twice an employee\’s salary — it can also dampen employee morale, cut into productivity and put customer and partner relationships suddenly on thin ice. With an increasingly fickle (and mobile) workforce, holding on to your most prized asset, your people, in some ways has never been tougher.

An array of well-known retention strategies can hedge against those risks, of course. Offering competitive benefits and perks, for instance, conducting \”stay\” interviews,\” and training and promoting from within are great examples. At the same time, the boom in social and mobile technologies in the workplace is pushing managers — and not just HR managers — to use new approaches and tactics to reduce churn and boost retention.

Introducing social business. Vala Afshar, social business expert and co-author of “The Pursuit of Social Business,” says it’s built on the premise that open and transparent social communication between people and organizations at all levels improves attitudes, performance and company culture. And today’s nascent cloud services and social collaboration tools make that opportunity easier and cheaper than ever to explore in the workplace.

“A social business is not just about social media or social tech — it’s about a mindset of inclusiveness and shared compatibility,” explains Afshar. Communication and transparency in a company culture can lead to a lower need to hire additional staff and efficiency gains within the workforce, he says. Afshar offers three insights for creating a social business that works.

Flatten the Social Hierarchy

Afshar believes that \”not one of us is as smart as all of us.\” This means a great idea can come from the office assistant or an SVP — and when people are talking and collaborating together, even greater ideas emerge. Valuing every employee and making them feel integral to the organization brings more engagement and is critical for establishing a fulfilling company culture that doesn’t lead to turnover. “Trust the people you hire and trust them to do the work,” Afshar says.

Establish a Social and Transparent Mindset from the Top

The formation of a culture starts at the top — executives must exhibit transparency, equality and trust to establish a companywide social mindset. Employees feel a stronger connection to the company when they are included in communications. And the more communication, the better.

Use New Tools to Jump-Start Collaboration

At the end of the day, effectively working together is what makes a social business, and there are now many tools to help facilitate that. Internal social networks can connect employees and get departments and units talking and collaborating. The result will be not only make for more efficient work processes, but more engaged employees. Use new technology to help create community.

“It Seemed Like a Good Idea at the Time” – Ten Social Media Bad Ideas that Can Damage Your Job Prospects

Everybody has lapses in judgment now and then – usually in the company of friends, loud music, and a multitude of alcoholic beverages. But not until the advent of social media sites did those momentary lapses in judgment have the possibility of wreaking long-lasting damage on your job prospects and career. So now’s the time to make sure you’re avoiding any of these career-busting social media “bad ideas”:

Bad Idea #1: Focusing more on personal than professional information. Social media used to be primarily for sharing personal interests, information, and connections, so that’s what most people did. Now, however, social media sites and tools have gone mainstream as a way to build your professional brand and visibility among potential colleagues and employers. So make sure you’re not posting so much personal information on key sites such as LinkedIn, Facebook, and Twitter that it displaces the career-focused info you’d like hiring managers to know about you (or consider separate profiles or privacy filters). Social Networks Blogging

Bad Idea #2: Sharing too much information of a very personal nature…and especially if includes a photograph! Generally speaking, resist the urge to regale the world with how many jello shots you had Friday night at Bob’s bar, stories from your bachelor/bachelorette party, or descriptions of how you dressed your pets up for Halloween – especially if any of them are accompanied by photos. Sure, these can be fun things to share, but you don’t want them to cross over into the same space where your professional persona lives (or come back to haunt you later). Consider it TMI!

Bad Idea #3: Discussing any behaviors or activities that would give a potential employer a reason not to trust your judgment. And here we are, back at Bob’s bar and the jello shots…. The thing to keep in mind is that you’re trying to convince someone to trust your professional maturity (and pay you a grown-up salary) – so yep, don’t give them any reason not to trust your judgment (at least that they can find online).

Bad Idea #4: Making negative, whiny, racist, or otherwise obnoxious comments in general, but especially about a person or employer. When you start building your professional brand, you’re establishing what you want to be known for (your skills) as well as whom you want to be known as (your personality and character). Making negative or obnoxious comments online pegs you as a toxic personality, and besides poisoning the discussion in any online community of which you’re a part, it will also turn off potential employers, who generally are looking to recruit people who play well with others.

Bad Idea #5: Engaging in confrontational behaviors (flaming, having to have the last word, etc.). This is the younger snarky sibling of Bad Idea #4. Word gets around fast, and people who might have been willing to be good career connections for you (letting you know about job openings, recommending you, sharing their connections, mentoring, etc.) will instead avoid being associated with you. Play nice – career karma really does work, and if you are good to others, it will come back to you in all sorts of good ways (read: job opportunities).

Bad Idea #6: Disclosing information about your employer (unless it’s part of your job). What’s inappropriate versus an okay disclosure will depend on your company, but generally speaking, assume a post about what a fabulous place it is to work, or the great management style they have, or what a great learning environment it provides would be good to go. Comments about massive layoffs, your psychotic boss, or the top-secret product about to be launched? Avoid at all costs – besides possibly getting you fired, you’ll scare off any potential employers who see this.

Bad Idea #7: Lying about your background, skills, experience, or expertise. Okay, we know, it’s mostly just Congressmen and CEOs of major companies that try to get away with this, but if you happen to be contemplating, ah, enhancing your professional assets, don’t! Aside from the ethical issues involved, it’s just way too easy to get found out – and it’s bound to happen at the worst possible point in your career.

Bad Idea #8: Spending too much time on Twitter during work hours. Here’s the thing: everybody you work with (including your boss) can see how much time you’re spending tweeting – rather than working. It’s tough for you to make a case for overtime hours, or increased pay, or a decreased workload, when someone can refer to a twitter feed that shows 25 tweets a day. Especially bad form if they’re about sex, beer, or your boss….

Bad Idea #9: Having abandoned social media accounts or out-of-date profiles. These tend to reflect poorly on your ability to commit to something and then follow through, plus it’s really pathetic when people try to connect with or follow you, only to be met with a resounding silence. So 1) think seriously about which social media tools you want to use to establish your professional presence and how you will consistently maintain that presence before you commit, and 2) don’t use your company e-mail as the contact e-mail. It’s way too easy to lose access to that e-mail, and then you’ll have to go through unbelievable brain damage to regain access to your site account.

Worst Idea #10: Not having any online presence. It’s now pretty much common knowledge that nearly every potential employer is going to Google you and check out your LinkedIn profile before they contact you for an interview. If you aren’t “findable” online, two things happen. First, people wonder why you’re not online (do you live in a cave? on the run from the law? in witness protection?). Second, prospective employers will move on to another candidate they can find information about. Remember, your goal is to use social media tools to make it easy for hiring managers to find information about you that makes you seem like the perfect candidate for their job, without making them have to work to find that information.

Be Prepared Before Applying to School

Enrolling in classes at Bryant & Stratton College Online is a straightforward process that requires a few short steps to be completed.

The required steps are communicated to our students by their Admissions Representative once they’ve completed their initial admissions interview. There are additional steps that a student can take to ensure their enrollment goes as quickly as possible. The support offered by our admissions staff is second to none. From your first interview all the way until your first day of class, your personal Admissions Representative is there to guide you through the process of getting enrolled.

They will require that you complete certain steps and submit required documents throughout this process. While many of the steps cannot be completed ahead of time, there are a few things that can be done to help speed up your enrollment:

Submit your FAFSA ahead of time It usually takes three-to-five business days for a FAFSA application to process once it has been submitted or corrected. That means that it could take almost a full week for the government to process your information once it’s been turned in. However, there’s nothing that states you can’t fill out a FAFSA for the current school year prior to submitting an application. You can submit a new FAFSA anytime you want by going to FAFSA.ed.gov and beginning a new application. Be sure to remember to include Bryant & Stratton College’s school code (002678) when you apply so that your FAFSA processes with the proper school code and you don’t need to add it later.

Prepare important financial aid documents Some students will need to submit additional documentation in order to complete the financial aid process. These additional steps typically require additional documentation to be submitted before you can continue through the financial aid process. One of the most common steps that need to be addressed is called verification. Verification is a randomly selected process carried out by the government that requires additional documentation to be requested. Tax transcripts are among the most commonly requested documents and by obtaining a copy of them before applying for school or financial aid can help you down the line. It only takes a few steps to order your tax transcripts:

Go to http://www.irs.gov and select the orange heading titled “Tools”
Select “Get Transcript Online”
Select blue box titled “Get Transcript Online”
- You will need to follow the directions provided after selecting this option to ensure you get the transcripts for the year in required.

Know who to contact to obtain your high school records Our admissions staff will work to obtain a student’s GED results or high school transcripts. However, your records could be in a number of locations depending on where you took your GED test or when you graduated from high school. Make sure you know if we will need to contact your high school, school board or perhaps even a state agency (typically just for GEDs) to formally request records on your behalf. Knowing who to contact and the procedure for requesting records can save your admissions advisor a lot of time once you apply.

Know how to obtain college transcripts Not every student who is applying for school this fall will have gone to college before but, for those who have, transfer credits can be a big help towards earning your next degree. Every college operates differently when it comes to sending transcripts out for evaluation and a student can help the process immensely by knowing the procedure ahead of time. Knowing the procedure isn’t the only helpful reason to contact your previous colleges. Not only will you be able to find out if you owe any sort of balance that might prevent your transcripts from being released, but you can also obtain unofficial transcripts in many cases. Bryant & Stratton can review unofficial transcripts to determine your eligibility for transfer credits while we wait for official copies to come in. This is especially helpful in determining if placement testing needs to be taken and for scheduling purposes once the semester begins.

There’s no reason to hesitate taking the first step towards making a better future today so keep these recommendations in mind and remember that the application process at Bryant & Stratton is free to all students.

In observance of Memorial Day, a messege to our military students and families

Bryant & Stratton College Online would like to take a moment to thank those in our student community that currently serve, have served, and those who support our military as the Memorial Day weekend comes to a close. We greatly appreciate the commitment, dedication and service of our military students, and we are proud to have them as part of the Bryant & Stratton College Online community.

“For me, Memorial Day is an important tribute to those men and women that made America what it is today through their sacrifices,” said Ed Dennis, Military Relations Manager. “Although we are an online campus, I have gotten to know some of our military students very well and continue to be impressed with how they balance their school work with their military service.”

“I couldn’t possibly list all the achievements of our students, but would like to recognize a few,” Ed went on to say. “Jennetta, one of our spouse students, is a great student that is not only a mother, but a full time student who consistently receives an A in her courses. I had the pleasure of meeting her, and was truly impressed by her drive to excel in school. Ryan, who is currently serving in Afghanistan, provides inspiration for others by truly leading by example. He is not only an NCO responsible for completing his duties, but made the choice to move from being a part time student to full time this semester while serving active duty. Lauren provides a great example of our National Guard Soldiers that continue to manage their families, work, and college. She is on track to be our first National Guard Online Campus Graduate. A couple weeks ago, I was able to meet Shay, a veteran and student, for the first time in person. She is very passionate about achieving high grades in the classroom and setting up our Student Veterans Group. Anyone who has the chance to talk with her will quickly realize that she is very driven and wants to be a force for positive change. It is an honor to get to know each of you.”

From all of us here at Bryant & Stratton College Online, THANK YOU for your service!

Christopher Allen, Tanesha Anderson, Mariana Ayala, Brunika Bagley, Danielle Barthel, Constance Beringer, Valdeen Burris, David Callari, Steven Cano, Benjamin Corpus, Sarah Crawford, Pensrikimoni Diston, Kirbie Duff, Amanda Gaudet, Edward Gelster, Angelina Hall, Andrew Hatchette, Lusan Hogue, Takoa Hogue, Karell Joyner, Luke Langlois, Darcie Larsen, Shay Leech, Brandon Lewis, Lauren Martin, Cassandra Maske, Alosia Mason, Brittany McDonald, MaryAnn McKeever, Christopher \”Chrissy\” Miller, Tia Perry, Lan Pham, Tawain Pompy, Sharee Santiago, Stefanie Strosky, David Wienk, Dolly Crabtree, Ryan Dahl, Michael Demello, Stephanie Langenfeld, Lauren Martin, Ehren Murrow, David Zimmerman, Jessica Schaffer, Kawanna Harvey

What to Say (or Not) When Building Your Network on LinkedIn

Two of the most powerful strategies for building your professional presence on LinkedIn are networking with others on the site and having people recommend your work and/or your skills. But how you reach out to people for networking and recommendation requests can either help you establish a great professional relationship with them or give the impression of carelessness and laziness.

Requesting Links and Recommendation

Links are network connections you establish with others on LinkedIn that enable you to share information, contacts, and updates in your careers and/or job status. Generally, you send link network requests to people you know or have met or have something in common with.

Recommendations, on the other hand, show up on your profile next to the job entry they’re related to – in other words, if your supervisor at your previous employer writes a glowing recommendation for you, it will show up next to that company’s entry in your job history.

Don’t Default to the Defaults

LinkedIn has automatic defaults for both of these request types to make it easier for you to reach out and touch someone, but the smart move is to ignore the default requests and instead tailor your requests to each individual and his or her place in your life or career. So, for example, if requesting that someone “link” with you, you have this default message: I’d like to add you to my professional network on LinkedIn.

Instead, you want to send a request that notes what you have in common and why you’d like to connect and stay in touch, such as:

[Name], I’ve just gotten started on LI and would like to connect with you so we can stay in touch now that we no longer work together – would you like to link?
[Name], I really enjoyed meeting you at/during [event], and would like to stay connected – would you like to link?
[Name], I really enjoyed the class I took with you and appreciated your support and interest in our success as students. I’d like to stay connected with you – would it be okay for us to Link?
[Name], I’ve really enjoyed your posts in the [name of LinkedIn group] group; I’d like to connect with you if you’d like.

Note that you’re addressing the person by his or her name, which makes it clear that you’ve taken the time to personalize the message, and you’re not just blasting everyone in your Outlook address book with a mass invitation to link. Its human nature: people appreciate feeling special. And you want the person you’re reaching out to feel that your connection is important enough to you to make an extra effort.

Recommendations work the same way. Here’s the LinkedIn default message:

I’d like to add you to my professional network on LinkedIn.

Instead, address the person by name, and always format your requests for a favor as a reciprocal relationship – this is what makes it okay to ask for a favor. Also, be specific, if you can, about what strengths you’d like them to mention (and when you do a recommendation for them, be equally specific).

Some possible language:

Name], I’m working on building my LinkedIn presence, and wondered if you’d be willing to write me a brief recommendation based on our work together at [project, organization, company]. Specifically, if you feel comfortable doing so, could you comment on my [strengths]? I’d be happy to write a recommendation for you as well; if so, is there any area of expertise you’d particularly like me to comment on?
…based on my work for you at [project, organization, company]
…based on my work as a student in your [title] class

Your goal with the recommendations you’re requesting is to continue to position yourself as a professional others would want to work with, and to provide evidence of why you should be hired.

Reach Out and Touch Someone

Not sure who to link to or request recommendations from? For links, think as broadly as possible: former colleagues, friends, people who you know through volunteer work, members you’ve gotten to know through professional associations, classmates, former classmates, teachers, administrators who you’ve gotten to know in college, and others whose paths you’ve crossed and liked enough to want to stay connected with.

For recommendations, you’ll want to be a bit more selective – a positive recommendation from a co-worker is always great to have, but a glowing recommendation from a boss or company executive tends to carry the most weight with prospective employers. Best case: you’ll have at least one or two positive recommendations from someone who can speak highly of your skills and/or expertise for each job listed in your LinkedIn profile.

Although it takes a bit more time to personalize your networking request for a link or recommendation, the payoff in terms of the impression from your LinkedIn professional network is well worth the effort. For more help on how to translate your Bryant & Stratton degree into a successful career check out our Career Life Prep services.

How Social Media has Influenced Marketing for Hospitality and Tourism

In earning a hospitality management degree you have the ability to further develop your skills and knowledge in working directly with customers or behind the scenes to ensure positive guest experiences. It used to be that guest experiences were shared with family and friends in person. Thanks to social media, an individual can now share their experiences with hundreds of people in their network—with just a quick click of a mouse—which has the potential to have a tremendous impact. You’ve probably noticed already how social media can quickly spread positive or negative reviews from guests as well as how social media and hospitality are linked together as hospitality businesses use social media to improve their visibility.

According to research from BrightLocal (PDF), people are reading fewer reviews, but trusting the opinions of other customers at a higher level. Because of this, those working in the hospitality industry doing hotel marketing or restaurant social media marketing strategies should understand how social media could be used to ensure a positive guest experience.

Start listening to hospitality social media

The first and most important step for social media marketing use in the hospitality industry is identifying social networks where people are talking about your employer and closely monitoring the conversations. These sites should include Facebook, Twitter, TripAdvisor and Yelp, but additional research might show that other channels should also be monitored. Listening to what has already been said by customers will give your employer a good idea of the organization’s reputation and give you a clear snapshot of strengths, as well as areas for improvement.

Extend customer service to social media

If during social media listening it is found that people are mentioning that they recently used your employer\’s services or plan on doing so in the future, this could be acknowledged with “thank you” or “we look forward to seeing you.” This is a quick way to engage with customers and personalizes their experience.

Offer apologies if needed

Not every customer will have a stellar experience, but the way a negative experience is handled can speak a thousand words. If a customer or guest shares via social media that they were unhappy with their experience or post a negative review; it is important for your employer to respond as soon as possible with an apology. If possible, it is also a good idea for them to offer a gesture to make up for their dissatisfaction, like a discount for their next visit.

as part of your social media strategy Share positive feedback

People don’t only share negative experiences, but positive ones as well. Reposting or highlighting posts where customers or guests speak well about your employer and their experience is always a good idea. As shown in the survey by BrightLocal, reviews can have a big impact and sharing those positive recommendations can help manage your employer’s reputation.

Social media can be a huge asset and tool for those working in hospitality management and, if used correctly, can help improve and enrich guest experience. Understanding how social media impacts the industry will help you in providing quality customer service and will impress any future employer.

Want to know more about social media and hospitality management? Contact the Admissions office to find out about our hospitality programs.

Admissions 101: Advice from the Experts

With Labor Day fast approaching this weekend, for many, the end of summer means back to school. Deciding to enroll in college is a life changing event, and deserves that level of preparation when making the decision. Here are some helpful tips and insight into the college admissions process from the pros: our Admission’s Team! 1. What are common questions students have during the application and enrollment processes?

\”Students are always concerned about how to finance their education and if the program will be affordable and worth the investment. They often inquire about program length, whether or not there is an application fee and what the job outlook for their chosen field of interest is currently.\” – Sean Kennedy, Senior Admissions Representative

2. What kinds of higher education questions should be asked by prospective college students? \”Students should absolutely make sure they are asking about a school’s accreditation. Choosing a school that is regionally accredited is very important to ensure their degree is recognized everywhere. Surprisingly, a regional accreditation is higher ranking than a school with a national accreditation – Brooke Urban, Associate Admissions Representative

3. What are the college admissions requirements at Bryant & Stratton College Online? \”There is a 5 step admissions process. First students will fill out a free online application for the program they are interested in. Secondly students will fill out their financial aid application or \”FAFSA\”. This way financial aid can begin building the student an award letter to show them exactly what aid they are eligible for. The 3rd step is to draft a short admissions essay describing themselves, what program they picked, why online education works best for them, and how they plan to be successful in the online environment. The 4th step is to fill out a transcript request form for every any high school or college the student attended. This gives us permission to obtain their transcripts, which we will do for the student at no fee. The 5th and final step requires students to complete two placement exams in Math and English to. help us schedule the student in the correct classes.\” – Don Lando, Associate Director of Admissions

4. What are the three top qualities you need as a student to succeed in your college courses? \”Motivation – College is not going to be walk in the park. It’s a challenge, but once you earn a degree your life can change tremendously.\” – Ricky Braun, Senior Admissions Representative \”Communication- stay in contact with instructors, advisors and fellow students to help keep you on track and connected.\” -Sean Kennedy, Senior Admissions Representative \”Organization- Designate a study area in your home\” – Don Lando, Associate Director of Admissions

5. What is your advice on how to balancing coursework and a full-time job? \”Set up a schedule designating a specific amount of time towards each class on a weekly basis. Do not procrastinate!\” –Ricky Braun, Senior Admissions Representative

6. How can Online Learning Fit into a student’s already busy schedule? \”Online learning affords the students the flexibility of working on their school work anywhere and at any time, 24 hours a day. There is no specific time our students are required to log in for class, which gives our students the flexibility to manage their busy schedule and school.\” – Brooke Urban, Associate Admissions Representative

7. Any final tips for success you can share with us? \”Attitude is just as important, if not more so than aptitude. If you are committed to your success you will overcome any obstacle along the way!\” – Sean Kennedy, Senior Admissions Representative

About Bryant & Stratton College

Founded in 1854, Bryant & Stratton College has built its reputation and success on a commitment to excellence and high standards. We\’re proud to be regionally accredited by the Middle States Commission on Higher Education (3624 Market Street, Philadelphia, PA 19104, (267) 284-5000). The Middle States Commission on Higher Education is an institutional accrediting agency recognized by the U.S. Secretary of Education and the Council for Higher Education Accreditation. Bryant & Stratton College has campus locations in New York, Ohio, Virginia and Wisconsin, as well as an Online Education division, and a Professional Skills Center. For over 160 years, Bryant & Stratton College has offered students access to career-relevant education leading to bachelor\’s degrees, associate degrees and professional certificates in the fields of business, criminal justice, design, financial services, healthcare, hospitality, human resources, paralegal studies and information technology. For more information about our graduation rates, the median debt of students who completed the program and other important information, please visit https://www.bryantstratton.edu/disclosures. General information can be found on the college′s website at https://www.bryantstratton.edu.

Financial Aid Checklist: How to apply to get your funding

Before you hit the books, you have to be able to buy them. To do that, you can get started as early as April 16 of your school year with your financial aid application. If your taxes are filed, you can get to work lining up your financial aid, said Jim Nolan, financial aid manager for Bryant & Stratton College.

“I definitely recommend they do it at least a month out (before classes start),” Nolan said. “A lot of times your books may be covered. So you want to get it processed and approved so you can order your books.”

The only official time constraint is you must apply for aid within that student year, Nolan said.

The first step is requesting an electronic pin for the Free Application for Federal Student Aid (FAFSA). That application measures your ability to pay for classes and determines what financial aid you may receive. You will also need:

The code for your college (Bryant & Stratton Online is 002678)
Bank statements and records of investments and untaxed income (if you have them)
Social Security number or Alien Registration Number
Your most recent federal income tax return, W-2s and other earnings records
Tax info from your parents if you’re still a dependent

It’s a fairly easy, online process, Nolan said.

“FAFSA really has come a long way in terms for being more user-friendly,” Nolan said. “Your typical family member or student can go through and follow the prompts and get through it. It really is so much easier than even if you filled it out four or five years ago.”

Once you’ve filled out FAFSA, the tool may direct you to more financial aid you didn’t realize you could receive, Nolan said.

There’s a chance you may be randomly selected to provide more information, Nolan said.

“About 30 percent of all students are selected for verification,” he said. “That would take some additional time, that’s why we definitely recommend they use the IRS tool.”

That tool will help you pull up all of your most recent tax information, which you may need if you fall into one of the five different verification categories the Department of Education may request.

“Standard verification requires the student to verify income and household size information,” Nolan said. “Successfully using the IRS tool reduces what the college will need to verify.”

Verification group 3 requires a student to verify if and to whom they pay child support. Verification group 4, identity verification, is designed to combat identity theft, Nolan said. If you’re selected for group 5, you’ll be asked to complete both the standard and identification verification. Group 6 requires a student to confirm sources of income if your reported income is less than half of the poverty guidelines, he said.

Any or all of these verifications will take some additional time, but even this process moves pretty quickly, he said.

“Right now if you are selected for verification, anyone but V4 or V5, you can probably do it same day turn around,” Nolan said.

Logging on to the IRS tool or showing proof of valid, government-issued ID may be all you need to satisfy the verification requirements.

If you make an error on your verification, don’t panic. You just have to correct and resubmit your information. The people in the financial aid office are happy to help, Nolan said.

“We’re always willing to help walk them through any issues they may have,” he said.

You can reach the financial aid office at 888-268-8404, option 4 for financial aid.

Webinar: Career Change – Getting From Here to There

The “Getting from Here to There” webinar provides advice and tips on how to create and execute an effective career plan, including information on strategic planning, targeted goal setting and identifying valuable contacts and resources. The webinar will enable attendees to:

Clarify the type of career change they want to make and why
Identify what actions and information are needed to accomplish this change
Put together a realistic action plan for achieving this career change goal

Career Change- Getting From Here to There – Watch the recorded webinar NOW!

Kim\’s Take Away Resources:

“The Classics” for Exploring Personality and Career Matches
Career Match: Connecting Who You Are with What You Do What You’ll Love to Do. By Zoya Zichy and Ann Bidou. AMACOM, 2007.

Do What You Are: Discover the Perfect Career for You through the Secrets of Personality Type, 4th edition, revised and updated. By Paul D. Tieger and Barbara Barron. Little, Brown and Company, 2007.

Finding Your Perfect Work: The New Guide to Making a Living, Creating a Life. By Paul and Sarah Edwards. Jeremy P. Tarcher/Putnam, 2003.

I Could Do Anything If I Only Knew What it Was: How to Discover What You Really Want and How to Get It. By Barbara Sher. Dell, 1995.

The Pathfinder: How to Choose or Change Your Career for a Lifetime of Satisfaction and Success. By Nicholas Lore. Touchstone, 1998.

What Color Is Your Parachute? 2012: A Practical Manual for Job-Hunters and Career-Changers. By Richard N. Bolles. Ten Speed Press, 2011.

Zen and the Art of Making a Living: A Practical Guide to Creative Career Design, expanded and updated. Laurence G. Boldt. Compass, 2009.

Acclaimed Career Coach, Kim Dority is a frequent presenter for Bryant & Stratton College Online. Dority is an information specialist, consultant, career coach, published author and adjunct professor at the University of Denver in Colorado. She has written extensively on career development for students and new graduates and is a frequent presenter, lecturer and panelist on career-related topics. Kim’s areas of expertise include professional branding, career transitions and career sustainability.

Changing Careers? Use These Questions to Make Sure You’re Headed in the Right Direction

Considering a job or career change? If so, you may want to invest some time in identifying your work preferences first to ensure the change you’re making turns out to be a great fit. To start developing a solid picture of what your ideal work situation might look like, consider your responses to the following either/or combinations. Naturally, for some choices your responses may be more of a mild preference than a strong response, but this still gives you useful information, by telling you that this particular issue isn’t a deal maker or breaker for you.

Nonprofit vs. for-profit: Nonprofits may include political and religious groups and professional and trade associations as well as socially beneficial or community-based organizations, but they are usually mission- rather than profit-driven.

Technology-focused vs. technology-neutral: Technology-focused organizations assume and demand a high level of tech expertise, and necessitate an ongoing commitment to staying ahead of the technology curve.

Emerging industry/discipline vs. established industry/discipline: Organizations based on emerging industries and disciplines tend to offer exciting and challenging opportunities, while those in established or maturing disciplines often provide saner workplaces.

Large organization vs. small: Large organizations generally bring the tradeoff of stable job expectations vs. rigid management structure, while smaller organizations may tend to be more responsive to new ideas but offer less direction and management control.

Established organization vs. start-up: Established companies can usually offer superior benefits, while start-ups may be more willing to negotiate other perks such as stock options and flextime in lieu of traditional benefits.

Local or community-based vs. national: Local or community-based groups often invest more in being good community citizens, but are prone to mirror the ups and downs of the local economy, whereas national organizations may have less of a commitment to your community but are also less damaged by its economic woes.

Structured vs. unstructured workplace: Do you do your best work in a structured environment, or thrive in its absence?

Formal vs. casual: Organizations vary immensely as to their tone and expectations of their employees. Do you feel more comfortable with established standards of dress and behavior or prefer a week of casual Fridays?

Hierarchical vs. flat organization style: This choice is about how decisions are made. Hierarchical enterprises are primarily top-down, flat ones more likely to distribute decision-making responsibilities (which may impact quality and speed of decisions).

High accountability/reward vs. more moderate accountability/reward: The former usually is found in the for-profit world; although it can be financially lucrative, it can also carry a substantial stress factor.

Project-focused or consistent workflow: Projects are typical of client-focused work (for example, in a marketing firm), while a consistent workflow is usually found in more traditional, structured environments.

Established hours vs. flexible or nontraditional schedule: If you prefer a traditional Monday-Friday, eight-hour-a-day work week, avoid jobs that put you on the front lines with customers (for example, any form of customer service/support).

Family-friendly vs. family-neutral: Depending on your life circumstances and what personal responsibilities you are juggling, this may be the most important consideration for you. Think of these questions as a starting point to better understand your preferred work style, then incorporate that information into your career-change choices. In case you missed the “Career Change: Getting from Here to There” webinar, watch the recording now! – Career Change- Getting From Here to There . The “Getting from Here to There” webinar provides advice and tips on how to create and execute an effective career plan, including information on strategic planning, targeted goal setting and identifying valuable contacts and resources.

Staff Spotlight: Ashley Moran, Admissions Representative

From a dairy farm to Thailand, Ashley Moran saw a lot before beginning her tenure at Bryant & Stratton College. One of the longest tenured Admissions Representatives, Ashley actually began her career with Bryant & Stratton as a Qualification Center Representative.

After introducing students to Bryant & Stratton and the admissions staff, she made the transition to being an Admissions Representative nearly three years ago. Ashley has formed countless relationships with her students and is always beaming about a recent graduate who she remembered speaking to the first time they called the school over 18 months earlier. In fact, seeing her students graduate is what gives Ashley the most pride in coming to work each day.

A well-traveled individual, Ashley has made her way to Russia and Thailand all before earning her collegiate degree. After trekking to Russia during high school she made her way to the Far East after her junior year at Roberts Wesleyan College in Rochester, NY. With her travels complete, Ashley now enjoys spending time with her family and settling the household competition over who is the cutest, her son or her pug Lucy (her son is undefeated).

Favorite part of working at Bryant & Stratton College: My favorite part is the team atmosphere. I appreciate that we all work together to reach our goals and help students reach theirs. I am confident that if one of my students needs help when I am not available they will be assisted.

One piece of advice you’d give to current or prospective BSC students: Don’t let where you have come from stop you from where you want to go. There are always going to be challenges in life and how you handle them develops your character. You can choose to give up or face the challenge head on and change your life.

Webinar: "It Really Is a Team Effort – How Employees and Employers Create High-Performance Workplaces," with Kim Dority

Are you striving to create a positive and performance-driven work environment?

\”Negative workplaces often frustrate managers, disengage staffers and generally demoralize the entire group, causing an uncomfortable and low-performance work environment,\” said Scott Traylor, Associate Campus Director for Online Education at Bryant & Stratton College.

Acclaimed career coach Kim Dority discussed in depth, multiple strategies to help managers and staff work together to improve workplace morale with acclaimed career coach Kim Dority. Kim is a frequent presenter for Bryant & Stratton College Online and has been writing about and teaching courses on career training for more than a decade. Registrants who attended this free event learned more about the best practices on how to improve the workplace, including assuming personal responsibility, engaging with fellow colleagues and creating strategic plans on both the individual and team level. This webinar will enable attendees to:

Create and take charge of their own professional growth agenda
Align their agenda with the strategic goals of their team, department and organization
Help managers create an environment that elicits and supports the best efforts of their diverse team members.

Watch Recorded Webinar Now

Kim\’s Resources from the webinar for High-Performance Contributors, Managers, and Workplaces:

Buckingham, Marcus and Donald O. Clifton. Now Discover Your Strengths and Go Put Your Strengths to Work: 6 Powerful Steps to Achieve Outstanding Performance.

Dorsey, Jason R. Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business.

Goleman, Daniel. Emotional Intelligence: Why it Can Matter More Than IQ and Working with Emotional Intelligence.

Lencioni, Patrick. The Five Dysfunctions of a Team and Overcoming the Five Dysfunctions of a Team.

Pink, Daniel H. Drive: The Surprising Truth About What Motivates Us. Allen, David. Getting Things Done: The Art of Stress-Free Productivity.

Leeds, Regina. One Year to an Organized Work Life: From Your Desk to Your Deadlines, the Week-by-Week Guide to Eliminating Office Stress for Good. (The “Zen” organizer)

Levit, Alexandra and Julie Jansen. They Don’t Teach Corporate in College: A Twenty-Something’s Guide to the Business World.

Klauser, Henriette Anne. Write It Down, Make It Happen: Knowing What You Want and Getting It.

Tracy, Brian. Goals! How to Get Everything You Want – Faster Than You Ever Thought Possible. For more recorded webinars or to register for our next event click here!

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Surprise them with an ethical scenario

Listen to how they praise – or blame – themselves and others

Tap into referrals from your best employees

Trust your gut

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Flatten the Social Hierarchy

Establish a Social and Transparent Mindset from the Top

Use New Tools to Jump-Start Collaboration

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Start listening to hospitality social media

Extend customer service to social media

Offer apologies if needed

as part of your social media strategy Share positive feedback

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