Word Meanings

Faiza (Arabic: فائزة‎‎) is a female Arabic name meaning “successful, victorious, beneficial”. Faiza (فائزة) is derived from its root word Fa’iz (فائز) which means successful. The male form is Faiz. Variants include: Faaiza, Faaizah, Faizah, Fiza and Faisa.
The meaning of the name Nabila is Noble, Excellent. The origin of the name Nabila is Arabic. People who like the name Nabila also like: Naava, Ylva, Isadora, Kaira, Amaya, Tawny, Aven.
Aliya (Arabic: عالية) also spelled Aliye, Alia, or Aliyah is a female given name mainly of Arabic, Persian, and Turkish origin. It is the feminine of the name Ali, meaning “high” and “exalted”.
Rafifah is an Arabic name for girls that means “brilliance”, “luster”, “gloss”.
The name Najla (Arabic writing : ناجلا) is a Muslim girls Names. The meaning of name Najla is ” Of wide eyes ” or one with beautiful eyes.
‘Afiyah means health, safety, and protection from all harmful objects.

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Fathers and Daughters (Never Say Goodbye)

If i could catch a star for you.

I swear I’d steal them all tonight.

To make your every wish come true.

And all your dreams for all your life.

But that’s not how the story goes.

The world is full of perfect plans,

If there’s a promise that I broke.

I know one day you’ll understand.

**When times are hard.

I know you’ll be strong

I’ll be there in your heart when you carry on

Like moonlight on the water and sunlight in the sky

fathers and daughters never say goodbye

The angel I will read to sleep

Gave me one dream of my own

So learn to love and spread your wings

and find the one to call your home

7 Steps to Build a Successful Project Management Sales Plan

Any time you implement a project management sales plan, it requires careful thought and deliberation before putting it into action.

While the specific aspects can vary from business to business, there is a fundamental template that’s applicable to nearly all companies, as well as extremely simple.

The 7 steps are:

1. Define short and long term goals.

As with any type of business plan, it’s important to identify exactly what you’re trying to achieve within the next few months and over the next few years. This will primarily be based upon sales quotas that are broken down by weekly, monthly, quarterly, and yearly revenue.

It may also include the number of customers, clients, and contacts you want to acquire. Having clearly set deadlines in place for each goal is ideal because it should help team members stay on track and be more productive.

2. Identify your costs.

The next step is to determine what expenses you will accrue that are necessary to turn your vision into a reality. They might include inventory, storage fees, marketing investments, and employee salaries. You may also need additional resources like software for monitoring various aspects of your sales plan and for keeping things organized. Take all financial risks into account so you don’t find yourself in trouble later on.

3. Make a Financing Plan

Unless you’re working with unlimited funds, you will need a definitive strategy for generating financial backing for your sales plan. Maybe you have some investors on board, a small business loan, or you may be bringing in enough revenue to finance your project. Regardless of the situation, it’s mandatory to have enough money coming in at all times until project completion.

4. Develop a Sales Strategy

After creating an outline of expectations and acquiring the necessary resources, it’s time to get the ball rolling. This is where you will need to brainstorm and strategize ways to ensure the sales plan comes to fruition. Examples include deciding which team members are the ideal fits for particular tasks and determining which marketing techniques will best generate leads. Keep in mind the strategy is open to change and adjustments later on. It should just serve as a basic guide to keep the project on track.

5. Break the Strategy Down

When attempting to accomplish any major feat, it’s helpful to create a series of steps to follow. Doing so should make a project more manageable and let you know how much progress has been made. If you get behind, you will know how much needs to be completed to get back on track.

6. Assign Tasks

To keep everything running smoothly, each team member should be given a clear set of tasks based upon their knowledge and skill set. One person might be in charge of monitoring competitors while another is responsible for creating daily reports. Effective collaboration and keeping everyone on the same page is critical. Hold routine meetings during which project details can be discussed.

7. Implement Metrics

Knowing how well individual team members are performing and the overall outcome of a project is crucial for long-term success. That’s why you should have some way to analyze the different aspects of the project while working on it and afterward.

This might include utilizing an analytics platform, comparing sales quotas versus results, or seeing the number of leads generated. Knowing what’s working and what isn’t should minimize costly errors and increase the likelihood of success. If you choose to launch another project in the future, this data can be used to your advantage.

Following this sequence of steps should help create a plan that’s logical and fits your business’s needs. By clarifying your approach and having effective collaboration among team members, you should be able to accomplish your goal and turn your plan into action. This should equate to more sales and higher revenue.

Follow The ’30-60-90′ Plan When Starting A New Job

30 days – the learning stage

One common mistake of new hires is never taking the time to understand exactly what it is that the company is trying to accomplish through their strategic plan. As a new hire, it is extremely important to put in the effort to study and learn the internal lay of the land as follows:

  • Bring the mission statement and vision to life and discover the plans the company abides by to reach these core values.
  • Understand your boss’s expectations of you.
  • Begin forming professional relationships with coworkers.
  • Learn about your customers and clients.
  • Investigate the overall company culture.

60 days – adding the Y-O-U

Once you have taken time to fully assess the company, begin adding your strengths to the equation:

  • Progressively begin building your own personal brand within the company by showcasing what you do well.
  • Brainstorm the ways in which your own personal touch can accelerate company growth.
  • You may have started with listening much more than talking, which is recommended. By this stage, begin leveling out the playing fields by contributing to the conversation.
  • Furthermore, be an effective communicator by being open. You’re the newbie, but don’t hide behind your computer screen two months in.
  • Become more versatile by taking on some tasks outside of your set responsibilities.
  • Continue to be mindful of your boss’s expectations of you.

90 days – the transformation stage

By this time, you should have a firm grasp of the role you play in the company. Your confidence is likely to have grown since your first day and leadership qualities are hopefully itching to be put to action. At this point, consider the following:

  • You know your employer well enough by now to be proactive when it comes to company happenings.
  • Be attentive and aware of new projects and come ready with possible solutions.
  • Analyze the growth in your network.
  • Dodge your novice mistakes.
  • Look into broadening your horizons by getting more involved. You can do this by joining a club, council, board, or committee.
  • Make time to notice your growth and reward yourself for your progress.

Your 30/60/90 plan is your written path from a new hire to an effective leader. By organizing and prioritizing, you can make the most out of the initial stages of your new job.

Saya Kena Penyakit “Syaraf Kejepit”, Apa itu?

Apa Yang Dimaksud Dengan Penyakit Syaraf Kejepit?

Syaraf Kejepit atau lebih tepatnya HNP atau Hernia Nukleus Pulposus adalah gangguan yang terjadi akibat adanya penonjolan (hernia) bantalan (nucleus pulposus) di cakram antar ruas tulang belakang (diskus). Akibat HNP adalah dapat terjadi penekanan/penjepitan saraf dengan segala konsekuensinya. HNP terutama terjadi pada usia 30 – 45 tahun, lebih sering terjadi pada laki-laki daripada perempuan (2 : 1).

Bagaimana Proses Terjadinya HNP (Hernia Nukleus Pulposus)?

 

HNP-Hernia-Nukleus-Pulposus-300x225 HNP-Hernia-Nukleus-Pulposus-2-300x225

Tulang belakang (columna vertebra) terdiri dari sederet ruas tulang (vertebra) yaitu tulang leher (cervical), tulang punggung (thoracal), tulang pinggang (lumbal), tulang bokong (sacral) dan tulang ekor (coccygeus). Tulang-tulang tersebut (kecuali tulang sacral), dipisahkan oleh cakram (diskus). Didalam cakram terdapat bantalan yang lentur (nucleus pulposus). Nucleus pulposus diselubungi oleh cincin serat jaringan yang kuat yang disebut annulus fibrosus. Cakram berfungsi sebagai penyerap goncangan (shock absorber) dan berperan penting dalam kelenturan pergerakan tulang belakang, antara lain untuk memutar, menunduk, menengadah dan sebagainya. Didalam tulang belakang terdapat saluran yang berisi sumsum tulang belakang (medulla spinalis) yaitu sistem saraf yang menghubungan otak dengan organ-organ tubuh dibawah. Sumsum tulang belakang terletak di belakang cakram.

Bila cakram melemah, ada risiko terjadi robekan pada anulus fibrosus, akibatnya bantalan/nucleus pulposus dapat menonjol sehingga berpotensi menekan/menjepit sumsum tulang belakang dan/atau saraf di sekitarnya. Keadaan ini yang dikenal sebagai HNP.

Apa Penyebab HNP (Hernia Nukleus Pulposus)?

Penyebab HNP yang pasti masih belum diketahui. HNP umumnya terjadi akibat cedera yang merobek annulus fibrosus, antara lain :

  1. Stres fisik akibat angkat beban berat dalam posisi membungkuk
  2. Jatuh pd posisi membungkuk

Apakah Faktor Risiko Terjadi HNP (Hernia Nukleus Pulposus)?

Beberapa faktor yang berperan memicu terjadinya HNP ialah :

  1. Genetik.
  2. Usia, dengan bertambahnya usia komposis cakram menjadi kurang lentur.
  3. Pekerjaan terutama yang perlu sering angkat berat.
  4. Obesitas.
  5. Merokok.

HNP (Hernia Nukleus Pulposus) Dapat Terjadi Dimana Saja?

Walaupun HNP dapat terjadi di cakram mana saja, namun secara statistik 90 – 95 % HNP terjadi di tulang pingggang (lumbal), 6 – 8 % di tulang leher (cervical) dan 1 – 2 % di tulang punggung (thoracal).

Apakah Gejala HNP (Hernia Nukleus Pulposus)?

Tidak semua penderita HNP mengalami keluhan. Gejala HNP sangat tergantung pada lokasi, tingkat penonjolan dan keterlibatan saraf sekitar. Umumnya keluhan terjadi pada satu sisi, dan diperparah oleh batuk, bersin, angkat berat dan membungkuk.

Gejala HNP lumbal

  1. Nyeri pinggang yang menyebar ke bokong, selangkangan, tungkai.
  2. Kelemahan otot tungkai dan jari kaki.
  3. Rasa baal/kesemutan di pinggang sampai kaki.

Nyeri sering timbul pada saat membungkuk atau duduk lama dan berkurang bila berbaring pada sisi yg sehat dengan tungkai agak menekuk.

Gejala HNP cervical.

Keluhan sering timbul pada saat mengerakkan leher, yaitu :

  1. Nyeri di belakang kepala, leher, bahu, lengan dan jari tangan.
  2. Kelemahan otot bahu, lengan dan jari tangan.
  3. Rasa baal/kesemutan di leher sampai ke tangan.

Apakah Komplikasi HNP?

Komplikasi HNP yang perlu diwaspadai ialah :

  1. Sindroma Cauda equina, yaitu hernia cakram yang menekan ekor sumsum tulang belakang (cauda equina dan ditandai rasa baal di dubur dan sekitarnya , gangguan buang air besar dan berkemih).
  2. Cedera saraf permanen.
  3. Kelumpuhan.
  4. Disfungsi ereksi.
  5. Nyeri menahun.

Bagaimana Mendiagnosis HNP?

Diagnosis HNP selain mengacu pada riwayat penyakit, dokter akan melakukan pemeriksaan fisik meliputi tes refleks, kekuatan otot, kemampuan jalan, fungsi sensasi. Untuk memastikan diagnosis, dokter akan menganjurkan beberapa pemeriksaan penunjang antara lain :

  1. Rofoto (Rontgen foto) tulang belakang.
  2. CT Scan dan MRI tulang belakang, untuk evaluasi letak dan ukuran cakram serta penekanan pada sumsum tulang belakang.
  3. Myelogram, untuk deteksi letak dan ukuran cakram serta penekanan pada sumsum tulang belakang.
  4. EMG (electromyografi), untuk deteksi lokasi akar saraf yang bermasalah.
  5. NCVT (nerve conduction velocity test), untuk evaluasi gangguan fungsi saraf.

Bagaimana Cara Pengelolaan HNP?

Cara pengelolaannya tergantung pada kondisi cakram, keparahan gejala dan adanya komplikasi, pengelolaan HNP dapat secara konservatif atau operatif.
Tindakan konservatif meliputi :

  • Istirahat, hindari posisi tubuh dan aktivitas yang memicu nyeri. Bila nyeri membaik, usahakan untuk secepat mungkin kembali ke aktivitas biasa.
  • Kompres dingin dan/atau panas.
  • Memakai korset.
  • Fisioterapi
  • Medikamentosa/obat-obatan :
    • Penghilang rasa nyeri / analgesik
    • Pelemas otot / muscle relaxan
    • Kortiosteroid

Bila tidak berhasil dikelola secara konservatif, sering kambuh dan timbul komplikasi maka perlu pertimbangkan tindakan operatif berikut :

  1. Microdiskectomy, yaitu tindakan membuang bagian cakram yang rusak dan menonjol.
  2. Pada kasus yang lebih serius, Laminectomy, yaitu tindakan membuang seluruh cakram dan menyatukan kedua vertebra atau diganti dengan cakram artifisial perlu dipertimbangkan.

Bagaimana Mencegah Terjadi HNP?

Langkah yang dapat dilakukan untuk mencegah terjadi HNP ialah :

  1. Olahraga teratur agar otot punggung, tungkai dan perut lebih kuat, antara lain: jalan, lari, berenang.
  2. Hindari angkat barang berat pada posisi bungkuk tetapi dengan posisi jongkok.
  3. Usahakan duduk dan berdiri pada posisi tegak.
  4. Hindari duduk terlalu lama, selingi dengan berdiri dan bergerak.
  5. Hindari kegemukan karena berat badan berlebih akan membebani cakram.
  6. Berhenti merokok.

Bagaimana Prognosis HNP?

Prognosis HNP umumnya baik. Dengan pengelolaan dini, gejala HNP umumnya akan sembuh dalam waktu 4 – 6 minggu.

An Overall Guide for Building PetroTechnical Data Management (DM)

In today’s oil and gas industry, even though sadly the data management is not still considered by most of oil and gas companies as a serious business need and service required to preserve their assets, knowledge, and efficiency through processes and standards which eventually will help them in increasing their return on investment. Some people argue that it is the responsibility of data management community in the oil and gas industry to step up and show the values of data management to the asset teams instead of expecting them to understand and listen to professional debates about its values.

This article is trying to show some of the key things to understand in building a solid and fruitful data management practice in oil and gas companies.

Jeffrey Maskell, in his recent article ” Hitchhikers Guide to Petrotechnical Data Management”, commented that:

  • Data Management in Oil and Gas requires and delivers deep domain skills and expertise to the data that is required by the users and business units.
  • Challenges come from a variety of changes, restructuring from within the business and from the user community, not the least of which is the evolving position of the industry.
  • PDM must embrace strategy building, communications and a great deal of adaptability to work with the users and not simply defend the status-quo within an organization.
  • Delivering good quality data management services through the local data management team and users that you engage with, have trained and mentored.
  • The data management leadership team needs to be adaptable and able to deal with most of the challenges, through tireless preparation, strategy building, and communications and demonstrate their adaptability to work with the users and business units and not simply defend the status quo.
  • There needs to be constant review and measurement of data management service delivery as a whole across the user community and business units, designed to resolve issues and offer proactive advice on improvements.
  • Data management is not a silo; it is there to deliver to the needs of the user community and business units. PDM can never afford to be complacent, can always improve performance and willingness to be proactive and deliver thought leadership.
  • As custodians of the E&P data we should accept the responsibility for establishing good data management practices and pro-actively address any area which fails to meet those high standards.
  • Our technical projects teams need to work with IT, the users and business units to establish significant progress and forward planning with respect to the architectural framework, structure and organization for a data management environment that is capable of providing the business with a sustainable data management environment
  • Much of this work is “original” thinking, “original” concepts born from experience, deep domain knowledge and not a little talent in using the combined intellect to fashion solutions fit for the market and industry we serve. This provides users and the business units with a solid foundation upon which they can expand and utilize data to the singular advantage of the business.
  • Challenges and frustrations with respect to budgets and project implementation are an ever present drag on progress; the challenge is for data management professionals to “sell” the added value advantages to the business of good quality data management.
  • To deliver on the above, we need to remain focused, aware, and flexible and above all maintain good communications across the industry, industry strategy, evolution and developments. Industry engagement at all levels underpins the competence of professional data managers, being engaged and involved ensures the latest techniques, standards and thinking is being introduced into each business unit.
  • Petrotechnical Data Management professionals are unique at providing feedback, information, vision, strategy and listening hard to user needs and business requirements.
  • Data management is underpinned when CIP, Continuous Improvement Programmes have been established to monitor and manage the improvements in data availability and data quality and to continuously present the benefits back to the users. The combination of data quality, availability and feedback promotes data management from within.
  • Key data management skills are to leverage tools and skills, to address pockets of poor quality data on a proactive basis, feeding back the results and progress to the user community.

Is your CV failing you? Here’s 8 important details you might be missing…

January is a peak time for workers to consider seeking out a new job, with back-to-work blues driving many of us to start polishing up our CVs.

But is your resumé letting you down? According to research carried out by recruitment firm Michael Page, there’s often a pronounced divide between what jobseekers think is important in a CV, and what employers are looking for.

A survey of 2,000 members of the public and 480 recruiters, conducted by Mortar London for Michael Page, has compared what each group thinks is vital.

According to the research findings, jobseekers tend to underestimate how important it is to list on your CV every role you’ve had within a company. “It gives a clearer indication of how your career progressed within that organisation,” Michael Page says.

[READ: The best employers to work for in the UK]

Many people fail to give enough emphasis on detailing their achievements: “To stand out from other candidates, it’s important to be clear on how you contributed and where you added value while in previous roles.”

Another common mistake is failing to adopt a professional tone: “You’re being hired as a professional, you should show you can present yourself as one.”

For a comprehensive view of the survey’s findings, Michael Page has put together the following infographic:

Eight bad habits to avoid in your CV

Rebecca Burn-Callander recently collected some insider tips from recruiters on question-and-answer site Quora to stop your resume failing the “first glance” test.

1. The wild goose chase

Employers want to see your current role at the top of your CV to work out what skills you’ve been using most recently.

Many candidates attempt to order their CVs so that the role that is most relevant to the job they are applying for appears on top but this is confusing and annoying, according to Quora posters .

“I’m generally trying to figure out what this person’s current status is and why they might even be interested in a new role,” says one. “Is there a career progression? Do they have increasing levels of responsibility?”

If you are currently working in a field that is unrelated to the profession you want to pursue, don’t try to hide it. Explain why you made the move and what skills you are leaning in your current job that could be useful in your new position.

Lee McQueen, a former Apprentice winner, famously lied on his CV, claiming he studied for two years at a university, when in fact, he was only there for four months.

If there are gaps in your CV, don’t try to cover them up either.

“I don’t mind gaps so long as there’s a sufficient explanation,” says a recruiter. “Oh, you took three years off to raise your children? Fine by me, and might I add, I bow down. You tried your hand at starting your own company and failed miserably? Very impressive! Gap sufficiently explained.

“Whatever it is, just say it. It’s the absence of an explanation that makes me wonder.”

2. “I like books, films and spending time with friends and family”

So does almost every other human being in the western world. If you’re going to talk about your personal life, at least make it interesting, beg Quora recruiters.

“List key personal projects,” says one. “I ask this in almost every phone interview I do: “What kind of stuff are you working on in your free time?”

“It shows me that you have passion for your field beyond your 9-5.”

Other advice includes: “We recruiters are staring at these missives all day long. Talk about how much you love Nutella. If you’re a rock star, throw some cheeky self-deprecation in there if you can do so elegantly. I think it’s important to keep the work experience details as professional as possible, but trust me; there are ways to have fun with it. I love an ‘Easter egg’ buried in a resume.”

However, avoid too many personal details. You could leave a recruiter feeling like they could be leaving themselves open to a discrimination case.

“I learn to tune out certain things like marital status, whether or not a person has children, or references to health or medical issues,” says one. “But it seriously makes me uncomfortable when people include photos with their resumes. If I want to see what you look like, I’ll stalk you on LinkedIn.”

3. No link to your Twitter?

Do you have your own website, blog, Twitter account, or meaty list of glowing testimonials on LinkedIn? Include a link on your CV so that recruiters can do a little digging.

“I almost always click through to a candidate’s website or Twitter account. It’s one of my favourite parts of recruiting,” says a Quora poster.

And when was the last time you Googled yourself? One recruiter says, “Typically the first impression an employer is going to get of you is from a Google search. Make sure you have an excellent online presence.”

4. Failure to namedrop

If you have only worked for obscure-sounding companies, brand snobs may dismiss you out of hand.

Try to give recruiters a frame of reference. Instead of just putting down the name of the company, give a little detail that adds credibility. “X, which built the iPhone app for [insert well-known brand here]”, for example. Or “y, the biggest supplier of z to [insert brand]”.

5. A lack of keywords

Human beings are all scanners now: instead of painstakingly reading text, they scan the page looking to relevant or familiar words.

Make sure that your CV is loaded with keywords that show your skills.

“I Command + F the cr*p out of resumes,” says one Quora poster. “On any given day I’m searching for things like Ruby on Rails, Mule, Business Intelligence, MBA, Consulting, POS, Cisco, JavaScript, and seriously, anything you can think of.”

Keywords aren’t just useful for lazy readers, they are essential for many of the automatic CV parsing software tools that leading recruiters and big companies tend to use.

“Make sure your job titles match their job titles,” recommends a recruiter. “Even if they don’t have your exact job title for a previous job, try to get as close linguistically as you can to help those resume parsers.”

6. Using MS Word templates? Stop it

This familiar CV format is a huge turn off for recruiters, who end up seeing the same layouts again and again.

While most warn against using too much fancy formatting, or loading a resume with colour, being creative about how your experience and skills are presented can win you a lot of points.

Some good typography can go a long way, they advise. But nothing can make up for poor spelling and grammar, or a poorly ordered CV. So focus on those key aspects first before adding bells and whistles.

Whatever you do, make sure that your CV reads clearly when all the formatting is stripped out, warn Quora recruiters.

“It’s important to keep in mind that if you’re applying to a position online, whether it’s a PDF or not, most companies’ applicant tracking systems parse your resume for information and convert it to pure text as the most immediate viewing format,” says one.

“The original file is usually there for us, but most recruiters aren’t clicking through to that. If you’re going to do something fun with your resume, I recommend having a clean text resume as well whenever possible so it doesn’t come through our system looking wonky.”

Philippe Dubost built his online CV as an Amazon page complete with product dimensions, five star ratings and the byline: “Only one left in stock order soon”. His “CV”, created in January last year, had 1.3m unique visitors and more than 100 job offers within two months

7. No cover letter or a bad one

Recruiters on Quora unanimously agree: if you’re not going to make your cover letter interesting, packed with extra detail, and tailored entirely to the company you’re applying to, then it’s not worth having one at all.

“Reading a paragraph about why you want to work here versus why you just want to work anywhere could very well be the difference between being passed over and being called for an interview,” says a recruiter.

“But anything generic that appears re-used across many job applications or focuses only on your background (which I could just glean from your resume) is useless and detracts from any genuine or specific interest you might actually have in the specific company.”

8. Mixing your personal pronouns

Never talk in the first person on a CV, Quora recruiters advise. But if you must, at least make sure you’re not mixing your first and third person pronouns.

“Pick a voice, pick a tense, and then stick with it,” says one poster. “I suggest third person and past tense.”

Using the first person is, generally, reserved for talking about personal experience, so should be avoided in a professional resume although this is fine for the cover letter, of course.

Starting investing: Mutual funds or Stocks

One of the most common reason why people choose mutual funds over stocks is that mutual funds offer diversification, convenience, and lower costs. Stock portfolio diversification means buying a number of different stocks of companies operating in different industries. According to experts, the benefits of stock portfolio diversification are fully realized when a portfolio has 20 stocks from 20 different companies operating in different industries.

How Not to Hate Job Interviews

Many of us have a serious reservations about employment interviews. I assure you, that I do as well. My reasons for concern may be a little different than yours. (For example, they can serve as an excruciatingly poor selection tool if used unwisely). However, your reasons for disliking interviews are every bit as valid. I’ll venture to say, that on some level you probably dislike interviews because of how the interview — or the interview process — makes you feel. You are not alone.

I am extremely sympathetic. (I’ve been there many times.) There are so many unknowns; Did I present myself well? Did I ask the right questions? Will I make it to the next round? How long until I hear? All these questions can contribute to what I like to call “interview panic”.

Indeed, interviewing can be a nerve-wracking experience. But, let’s go out on that limb and face your concerns (and your emotions). I’d like to take one step back to challenge your current mindset, and suggest that you begin to look at the interview experience differently. You see the funny thing is, as much as I have always questioned the merit of employment interviews — I’ve never hated being interviewed. That lack of hatred has everything to do with how I view the process. More specifically, accepting the things that probably will never change about interviews, and re-categorizing the experience as one tremendous opportunity to listen and learn.

In most cases, we cannot personally impact the mechanics of the interview process itself — or control how an organization behaves. Although we can every make every effort to be well prepared (see here and here), we must still operate within the confines of that system. However, we can affect our own attitudes concerning the process.

Here is what I mean:

  • Embrace being “judged”. Being evaluated can be difficult to handle.While being interviewed, others will certainly form opinions concerning your skills, abilities — even your personal demeanor. Tell yourself this is just fine; remembering that when people cross your path, you will do exactly the same thing. During the course of your career, managers and co-workers alike, will make judgments about you on a daily basis. So what? Convince yourself to view each of these judgments as a challenge to effectively tell your career story and build your own “brand”.
  • Be astute and “try on” the organization. Remember — this may be the company with which you forge a long-term relationship. Consider that point very carefully, and be thankful you have the chance to gather as much information as possible. Take the opportunity to size up their direction and where the organization is really headed. What is your impression? Do you see yourself working there long-term? Do you understand their vision? Getting a bad vibe? Explore this — as it may be the only forewarning you’ll receive.
  • Say “thank you” to organizations behaving badly. Has the organization not acted as you would have expected? Unprofessional? No follow-up? Don’t let these behaviors derail you. Welcome this type of behavior as a clear and present warning. If an organization doesn’t seem to show concern for you from the start, this likely serves as a glimpse into your future. I am reminded of Maya Angelou’s discussion with Oprah, where she explained, “When someone shows you who they are, believe them the first time.” The same premise extends to an organization. Unless there is some remarkable explanation as to why they have not bothered to contact you (for months afterward), be grateful for the realistic preview and run in the opposite direction.
  • Accept ambiguity. Even though there is an ever-present possibility that an outcome will not go in our favor, attempt to embrace the opportunity. Unfortunately, “not knowing” is simply part of the process. But to be completely honest, the world of work is full of ambiguity. It is best to try adjust to it and attempt to remain positive while you are waiting. Nothing is set in stone after you complete an interview — but at the same time, this makes the possibilities endless.

The interview process will likely never be perfect. However, if you change your own view of interviews — you may have an easier time processing the accompanying negative emotions. I’d like the experience to be easier for you to handle in the future. But, that will be at least partially up to you.