Write emails that speak for themselves

Write emails that speak for themselves Write emails that speak for themselves From internal memos to important proposals, most of our written communication at work takes place on the web and nowadays, most of our job-related networking happens in the same place. Before you personally meet with a profil employer to flaunt your firm handshake and charming smile, your email is often the lone representative of your personal brand.If you are your email address, make sure that your first step in reaching out to potential employers via email is to procure a professional alias (partygirl415aol.com doesnt cut it in corporate America). Once youve done that, here are some ways to help your actual emails receive the attention they deserveMind your Ps and Qs. Your initial email to a potential employer is critical. In plus-rechnen to targeting the appropriate person with your message, you must also choose the right information to communicate, and communicate it flawlessly. Your writing style s pelling, punctuation, grammar will be a potential employers first impression of your intelligence and professionalism. Check and double-check that youve crossed your Ts and dotted your Is.Be concise. The elevator pitch has moved to email. A few years ago, eager job candidates would squeeze into an elevator with an executive to get 30 seconds of valuable face time. Today, your email has even less time to get an executives attention so get to the point Be clear and concise about what you want a potential employer to know about you, and be creative in presenting that information.Include your name in the subject line. It is safe to assume that most professionals are leid at Inbox Zero. To cut through the noise in a potential employers inbox, make sure that your subject line mentions the job for which you are applying in the email, as well as your first and last name. This tells the recipient exactly what the email is about, and serves as a handy search mechanism if they need to find t he email at a later date.Have a clear objective. Why are you sending the email? You want a job, but what are the next steps in the process? Are you suggesting a call? A meeting? An interview? Be clear.Talk about who you are. Employers receive hundreds of emails in response to each job posting. Many of behauptung candidates use jargon to explain their skills, but do not get to the heart of why they should be working at the company. Be sure that you are using effective language that captures the essence of your experience and accomplishments.(Take a look at the best email titelblatt letter ever.)Two thirds of all office jobs require a significant amount of writing, making written communication a key consideration in the hiring process. Because email is the standard form of correspondence, well-written emails serve to enhance a potential employers view of your intelligence, professionalism, and credibility. The ability to write a well-constructed email can be one of the best skills tha t cultivate in your job search.Whether it is a cover letter, a letter of introduction, or a follow-up note, your email says something about you. Make sure it is saying something good

3 things that make for a great company culture

3 things that make for a great company culture3 things that make for a great company cultureWhat makes for a great company culture?There are a few obvious things people look for in a company culture. We all want to be where people are treated well, where leadership cares, and where the benefits are terrific. At the same time, fruchtwein people agree that mistreating workers, lying, stealing, and cheating are sure signs of a bad culture.But theres mora to culture than these broad outlines, and thats where most companies and workers run into trouble. Once the fundamentals are coveredsuch as decent pay, safe conditions, and clear expectationsI think great culture comes down to values and fit. Whats perfect for one person can be terrible for someone else, so its important for people on both sides of the hiring line to discuss expectations.The right fit is keyConsider these hypotheticalsCompany A was started by ex-athletes who value competition, and the culture emphasizes driving employee s to their limits. Everything is measured, so people know where they stand in relation to their peers. Company events are intense and push people outside their comfort zones. Each year, the bottom 20 percent of performers are asked to leave, and the top 20 percent get the lions share of the bonus pool. People at Company A love being challenged and accept the consequences when they dont meet expectations. The company is a leader in its field, and its products are always innovative. People work long hours, but they love it. Growth has ranged from 30 percent to 40 percent a year.Company B is a family business that has endured for 100 years. Leaders there value loyalty, tenure, consistency and reliability. Company events focus on teamwork and connecting to the community. Clients value Company B because they know what to expect, and they trust the people. As a result, the company has a loyal base of clients. Many employees have worked there for more than 10 years. Growth has been between 5 percent and 10 percent a year for 20 years, never higher and never lower.These are both great companies and culturesfor the right people. Its highly doubtful that an employee from Company A would find Company B a great culture to work in or vice versa. Thats why its so critical for company founders to identify early on what culture attributes they want to emphasize and reward in their businesses. This begins by looking inward.Culture isnt always organicIts easier than you think you just need to put your mind to it. Everything you really want from a great culture is wrapped up in a pretty simple formula vision + values + plans and targets.Vision Where are your companys goals? Why are you in this particular business, and what do you ultimately hope to accomplish?Values More than pretty words on the wall, values need to reflect what really makes your company different. What is the DNA of someone who would work well there? Core values arent mere platitudes, such as People are our mos t important asset. They reflect a point of view, such as Competition drives improvement.Plans and targets As a leader, you need to know notlage only where your business is going but how to get there. If you communicate your objectives clearly, your team members will know the score and how to contribute.Each of the above elements is supported by clarity and consistency, meaning the company does what it says and says what it does. In my experience, the companies that frustrate people the most provide mixed messages. When someone realizes he signed up for the wrong team, hell likely leave on his own. When a company tells someone one thing and acts another way, that person will get frustrated and angry.Employees who retain company valuesAs an example, at Acceleration Partners, one of our core values is Own it, which reflects our belief that team members are always responsible for their actions and look inward not outward when there are issues or mistake. Whats interesting is that weve f ound that some candidates who initially seem to admire that value eventually discover that as employees they dont enjoy the level of accountability that comes with it its not really who they are. Keeping true to our core values can therefore require some hard choices.Which just goes to show that there is some real work involved in creating a great culture. It doesnt just happen. Companies and leaders have to be clear about who they are and where they are going. You need to attract your tribepeople who believe in your mission and all you stand for.A company that tries to be everything to everyone will end up meaning nothing to those who matter most.Robert Glazer is the founder and CEO of Acceleration Partners and the author of the international bestselling book Performance Partnerships. Join 40,000 global leaders who follow his inspirational weekly Friday Forward, invite him to speak, or follow him on Twitter.This article first appeared on Quora.

Career lessons from Fortunes 5 most powerful women in business

Career lessons from Fortunes 5 most powerful women in geschftslebenCareer lessons from Fortunes 5 most powerful women in businessFortune released its list of theMost Powerful Women in 2017, the 20th anniversary of ranking the most powerful female leaders across industries.The list comes amid rumblings of a rising backlash against the growth of women in some industries - including tech - and amid continued low representation of women in the executive ranks of corporations.Here are some things we can learn from the top-ranked women leaders1. Mary Barra Get comfortable being uncomfortableThe Chairman and CEO of General Motors claimed the top spot for the third year in a row, and talked about why trying new things can be beneficial for careers.Responding to a question about what shed tell young women,Barra talked about the importance of widening your horizons, even if it makes you nervous.I would say to young women, when you get that little bit of a knot in your stomach and you feel a little bit of discomfort because of, you know, the new assignment, you should take it, because getting breadth of experience and understanding how - whatever industry youre in - really understanding how it works is so critical for advancement. So take those assignments that cause you to step a little outside of your comfort zone, Barra saidin a Fortune interview..Earlier in the interview, she mentioned the types of people who shaped herbei career, including those who gave her feedback, saying, feedback is a gift.2. Indra Nooyi Never stop learningThe Chairman and CEO of PepsiCo came in second place on Fortunes list this year. Sheshared her perspective on the importance of learningin an interview with Walmart President and CEO Doug McMillon at a Stanford Graduate School of Business View from the Top event in 2016.Our CEOs and leaders have to be lifelong students- not just students in the sense of attending courses or reading a book or two. Youve got to learn how to read widely, walk the market, look at trends in the marketplace, make connections that dont seem obvious, Nooyi said.3. Marillyn Hewson Work hard and dont forget who you areThe Chairman, President, and CEO of global security and aerospace companyLockheed Martin came in third placeon Fortunes list this year. She says the benefits of hard work shouldnt come at the cost of forfeiting whats important to you.I learned from my mother that if you stay true to your values and you work hard and youre determined, that you can do anything that you put your mind to,Hewson saidduring a Fortune interview, And she had five children. That welches the lesson that she taught us every day. I mean, she just said, you have the capability, but youve gotta work hard. And you gotta be focused on it, and be determined, and be resilient as you face challenges, and then youll be successful.4. Abigail Johnson Focus, focus, focusThe Chairman and CEO of Fidelity Investments took the fourth spot this year. In 1946, her grandfathe r established the company, in 2014, she became CEO, and in 2016, she became chairman, according to Forbes.Johnson demonstrated her professional drive in a past Forbes interview.Johnson praised her father, whowelches chairman until she was named to the position in 2016,for teaching her to have a relentless focus on continuing to try to improve everything you do.No matter how senior you get in an organization, no matter how well youre perceived to be doing, your job is never done. Your customers are expecting more from you, your competitors are putting pressure on you by doing more and trying to beat you here, beat you there, she added.And while theres always room for improvement, self-doubt never helps, she added.Dont doubt yourself. Keep at it, stay looking ahead, stay committed, and stay true to yourself.5. Sheryl Sandberg Dont limit yourselfThe Facebook COO and author of Lean In and Option B took the fifth spot this year, and thinks that the sky is the limit when it comes to your life - including your work.Sheresponded to aquestion on Quorain 2015 about what advice she would have given herself when she was starting out.Believe you can do anything. This is important for everyone and especially for women. Dont let anyone tell you cant have both a meaningful professional career and a fulfilling personal life. When you hear someone say you cant do something, know that you can and start figuring out how. Ask yourself, What would I do if I werent afraid? Sandberg wrote.