Last week, we discussed the three main styles of learning. To recap, they are:

Visual Learning: Absorbing information by visualizing it.
Auditory Learning: Absorbing information by hearing it.
Kinaesthetic Learning: Absorbing information through hands-on experience.

But how can you put that knowledge into practice? How can you cater to your workers’ different learning styles to help them better understand new concepts and processes? 

All you need to do is follow these three steps:

In your role as a manager, you will need to teach your team things like:

New sales and customer service techniques
New industry regulations
New company policies
New internal processes, and 
New products and services

If you want your lessons to be effective, it’s vital to remember that not everyone learns the same way. In fact, there are three distinct styles of learning. They are:

Are you satisfied with your job?

At first glance, this may seem like a straightforward question. However, throughout my coaching career, I've discovered that people often have trouble answering this because there are so many factors that come into play, such as:

Job duties

Compensation 

Work-life balance

Relationships with colleagues, and

Respect and appreciation from management 

If you’re happy with your responsibilities and your compensation, but your manager doesn’t give you the respect you deserve and you don’t see any room for growth, are you satisfied with your job? 

Kinda? Sorta? Not really? Sometimes?

Can you please tell our readers about “The Book That Changed Your Life”? Can you share a story about how it impacted you?

Yes, it’s hard to pick just one. But I’m going with Hannibal and Me by Andreas Kluth. This book is about success and failure and the various definitions of the two; it’s about the different paths people take with their lives and how it shapes them and prepares them for leadership and big moments. Hannibal is the backdrop for this book. It weaves in stories from other influential figures such as Harry Truman, Eleanor Roosevelt, Meriwether Lewis (of Lewis and Clark), Tiger Woods and more.

Last week, we discussed some of the things movie trailers can teach us about writing a resume. In particular, we learned that a resume's main job is to make a hiring manager want to see the feature film (i.e. an interview with you).

Here are some simple and practical things you can do to create an enticing resume and boost your response rate:

I get it. Writing a resume can be a challenging and stressful experience. How do you fit an entire career’s worth of education, experience, and achievement into a single page? 

A lot of people struggle to do it. As a result, they end up creating resumes that are three, four, or even five pages long.

Having been involved in recruiting for several years, I can tell you that these lengthy resumes do not usually receive a great deal of attention from employers. Hiring managers frequently need to review dozens of resumes per day, so they just don’t have time to read a four-page document.

If you want to boost your chances of landing the job of your dreams, it is almost always better to keep your resume short and sweet.

Remember, your resume’s job is to get you an interview, not tell your life story.

As kids, we’re often told not to care about what other people think. This advice usually continues well into adulthood. Phrases such as, “Go against the grain!”, “Don’t listen to what anyone says, go for it!”, “Haters gonna hate, you do you”, “Drown out the noise. Be strong. Be independent.” appear as common motivational refrains throughout the United States.

In most cases, this is great advice. You should never let haters or other malicious people tell you how to live your life. You should never let the fear of upsetting others hold you back.

However, it’s not always wise to tune out the opinions of the people around you. There are some situations where taking a moment to listen to the thoughts of a colleague, mentor, or relative can be advantageous. 

When I first meet with a new client, I ask what brought them to coaching. They usually respond with a “want” in their life. Some common ones are: “I want to get promoted at work”, “I want to increase my salary”, “I want to improve my work relationships with colleagues.”

Their goals are admirable, and I’m always impressed by their willingness to invest their time and energy into accomplishing them. 

However, the approach they are using to achieve their objective is not the most effective. Why?

Searching for a way to break the ice at your next interview? Here are five topics you can turn to…