The Future of Construction

The Future of Construction Home Amazing world The Future of ConstructionAmazing worldBloggingcareerTechnologyThe Future of ConstructionBy Divyansh Dubey - July 21, 201702975Facebook Industrial projects becoming bigger, budgets becoming tighter more, technology and innovation start to be introduced in today’s industries. The next big thing would be more focused on the trust from the coming generation who believes in these innovation technologies, trusts with enterprises and companies that they can join, that they will have a room and opportunities for them to flourish, as other industries then with and upon young talents. Now industries believe on thinking outside the box and give that trust for the coming generation that they are joining an industry diverse. Industries are willing to listen for their ideas and give them opportunities to implement these ideas and not just put it in shell because afraid of competition but to give them that hopefully room for innovation.(Image Source: https://rospaworkplacesa fety.com/2015/02/17/what-does-the-future-hold-for-the-construction-industry/ )The next big thing is the digitalization of the built world we are agreeing to move from concrete based traditional building material into a combination of digitalization of experience of life style and also protection and respect of environment.There are many hurdles in the future of construction there are technical hurdles, there are human hurdles, there are environmental hurdles. More than thinking about the constraints which will be defined by the availability of resources the state of art in design and construction techniques.The future of construction mainly face an issue with the demographics the climate change and how you are going to make cities efficient in the future, how you are going to pack those resources in the best possible way. We are going to face different hurdles and perhaps our regulatory reduction in the use of space, the reduction in consumption of energy not just an optimization of efficiencies but a reduction overall of the resources that we consume in that industry. Life cycle will be changed probably will be much longer but of much better use of the aspects of life type. I also understand that some of the hurdles could be related to new urban planning rules as well as for the interaction of man and machine.(Image Source: http://www.cabs-cad.com/news/archives/03-2016 )Construction sites might look very different in the future, also because we might build outside of earth or we might something aquatic, I think the construction site will be a combination of techniques used today molecular self-assembly of materials and structures but also robots that can maintain self-assembly throughout the consumption of resources for the use of the space.The role of humans will be to design for prosperity and happiness that’s what a building means in 50 years or so the future will be a complete redesign of what it means to interact with physical objects but also with ano ther member of the human species. We are all parts of a big part of that reality, the design rules will be different perhaps we will have machines designing for us and optimizing our best habitat we might be living in a complete new reality with much less need for space or use of those resources, but they can also serve as cathedrals with places of knowledge of what human species has acquired and developed over the last 3000 years.(Image Source: https://redshift.autodesk.com/future-of-construction/ )The players of the future will have to rethink of how they work together how they co-operate how they have common objectives to achieve their goals. It’s likely to be a combination of unusual suspects that today are not present in the engineering construction business because they are developing technologies that will only be used in 15 or 20 years from now. We could see that the emerging players are likely to come from the software industry, are likely to come from industries that tod ay are marked on the circular economy and have a different understanding of what requires to co-operate and create a good environment. It’s also very likely that the traditional players will disappear and they are outdated they don’t have necessary intellectual properties and they lost the opportunity to create that space of sharing knowledge that under faster paced sectors have developed throughout the years.Good and efficient construction has to be designed and built with the premises that our species is going to live for many generations with right attitude to preserve the environment. It’s likely to be much simple less choice of what you can design and built more regulated but also much more sustainable and much better fit for the environment and for coming generations to use that space.(Image Source : https://rospaworkplacesafety.com/2015/02/17/what-does-the-future-hold-for-the-construction-industry/ )

Is It Okay To Have A Two-Page Resume?

Is It Okay To Have A Two-Page Resume?In the world of work, what is okay to have a two page resume and what should be avoided? There are several things to consider when compiling your two page resume.First off, you need to know how many pages you need to list and what pages you are not allowed to use. There are rules that govern this, which include for your first two pages, the name of the company and for your third and fourth pages, you need to list the department or position you are looking for. Keep this in mind when it comes to your start up budget or your salary range.Having a two page resume can be pretty handy, but when it comes to doing so, there are some tips that will help you along the way. It is really simple; when using this type of form, have a place for each and every position that you are considering for. There should be space for the title of the position, the company and your contact information.This is the most important thing when it comes to writing a resume. It w ill tell the employer that you can be a potential employee and that you are qualified for the position. The companies who are looking for people will be looking for the information that is included on your resume.This is where having your ideal job description is the most important, because it will let the employers see the exact qualifications you have for the position. If you do not provide enough information about yourself, they are not going to hire you.The next thing that needs to be taken into consideration is where you are applying to and why you are applying to the company. Try to find a company that will accept you for what you can offer them. Companies want people that are willing to put their career on the line and take risks.People that have a knack for coming up with an idea or have a flair for creativity will be happier with their own resume than a resume with a picture of someone else. You may be able to get a higher salary, but most likely, you will be laid off after being a few months.Some companies prefer to see a resume that was composed by someone that has worked for the company for over two years. This allows the company to have some faith in the individual that is sending them a resume. When getting a resume, be sure to include what you have done for the company and what your expertise is.

11 Things Your Logo Designer Should Know About Your Brand - Personal Branding Blog - Stand Out In Your Career

11 Things Your Logo Designer Should Know About Your Brand - Personal Branding Blog - Stand Out In Your Career What one thing  should  I tell a designer about my  brand  before commissioning a logo? The following answers are provided by members of  Young Entrepreneur Council (YEC), an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched  StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. 1. The Type of Industry Youre In Share with  your  designer whether  your  company plans to focus on products in one or multiple  industries. For example, if  your  company plans to only sell toys, its OK to have a logo that is younger and more colorful, like Toys R Us. Whereas if you plan to have products in varying industries, it makes more sense to have a more abstract  logo like Apple. Nanxi Liu,  Enplug 2. A Clear Idea of How You Want  Your  Customer to Perceive You Give him or her a clear idea of who  your  customer is and what you want them to think when they see the logo. Ideally, youre looking to influence a particular perspective or emotional response from the customer. Make sure  your  designer knows what the objective is so they have a good starting point. Andy Karuza,  Brandbuddee 3. The Style You Want to Evoke Pinterest is a great tool for communicating aesthetics. If you make a practice of collecting images that fit with  your  brand, you can give a designer a much more effective starting point than trying to describe  your  visual aesthetics. Of course,  your  goal isnt to copy existing visuals, but rather to inspire something new. Pinterest is great for that sort of project. Thursday  Bram,  Hyper Modern Consulting 4.  Your  Long-Term Goals If you plan on expanding  your  business in the future and want  your  logo to be able to accommodate, make sure  your  designer knows so that he/she is able to create a more evergreen design. Alexis Wolfer,  The Beauty Bean 5.  Your  Companys Mission Before commissioning a logo design, explain  your  companys mission to the designer. This includes the picture youre trying to paint for  your target audience. For example, a job recruitment firm might want to  convey  trust, professionalism and confidence in their logo design. This gives the designer a place to start and makes choosing colors, fonts and styles much easier. Phil Laboon,  Eyeflow Internet Marketing 6. An Idea of How You Want it to Feel The most important thing to communicate to a designer is how you want the piece to feel. Is it suppose to be welcoming? Upscale? Elite? Low key? Giving  your  designer an idea of how you want people to feel when they see  your  logo is important. As visually creative people, good designers will not only design for aesthetics but for emotional impact. Kim Kaupe,  ZinePak 7.  Your  Target Audience You  should  have the buyer personas of  your  target audience(s) established and in writing. The look that attracts one person might just be something  your  target audience wouldnt give a second glance. Share these buyer personas with  your  designer and identify the traits of other brands that have been successful in  your  space. You can have the same audience-targeting traits without copying them. Maren Hogan, Red Branch Media 8. That You Want an Elegant and Timeless Design Trendy logos are excellent for the present but embarrassing to feature long term. Outdated designs will make you a laughing stock before you get  your  first customer. An elegant and timeless design is one of the most important criteria to mention before getting too deep into specifics. With that in mind, youll have greatly influenced  your  designers approach in a very positive way. Firas Kittaneh,  Amerisleep 9. The Epitome of  Your  Brand Your  logo is the epitome of who you are as a  brand. You  should  be able to personify that in a sentence for any graphic designer who is working on anything for you not just  your  logo. Tolga Tanriseven,  GirlsAskGuys 10. That You Have a List of Examples While words like “transparency” and “quality” might inspire a designer, be concrete about what you want and come up with a list of logos you like and logos you hate. Go through them with the designer and explain  your  reasoning. Basha Rubin,  Priori Legal 11.  Your  Brand  Identity Often when you create a logo, youll see it and say: something just isnt right. That something is the feeling you have with  your  brand identity. Take the time to think about  your  brand  and  your  mission. Think about what it means to you and what you hope it will mean to customers.  This will help  your  designer get in the right mindset and create the visual representation of  your  brand. Andrew Thomas, SkyBell Technologies, Inc. Featured Photo

The New Career Girl Gen Y Women Redefine Success

The New Career Girl Gen Y Women Redefine Success Two weeks ago I asked you what your 10 year vision looked like. Last week I asked you to consider some awkward scenarios that apply to women at work. And you already know that I dont believe in the traditional job search or the traditional career path method. As I do research for my book project, Ive realized that the lovely ladies of Generation Y are changing the workplace and the definition of success more than I realized.   Here are some facts to chew on: 85% of Gen Y women plan on remaining in the workforce after having children. Gen Y women love seeing other women at the top of their fields and would love to see a female president, but they dont necessarily want to be the one leading it themselves.   Why? 69% of Gen Y women would sacrifice getting to the top of their field for work life balance. The average Gen Yer changes jobs 29 times in their lifetime and the average time in one job is 1.1 years. Surveys show that women value reaching personal goals (63%) versus professional goals (23%). In the Lifetime Television Womens Pulse Poll, individuality, flexibility and, therefore, entrepreneurship was a common ultimate career goal. Although I didnt do extensive research on the career goals of Boomers or Gen X women, I imagine their career goals were much different.   Perhaps they were even much simpler in that the majority felt they had to pick between climbing the corporate ladder or being a family woman. Gen Y women have the perspective that they can have it all: a great career, a family and personal satisfaction.   We believe that we can create our own version of the American Dream and we seek to mix passion into our work.   Goodbye Miss American Pie cookie cutter American Dream. The few statistics Ive presented here (along with the many others Ive been reading about) make my mind run wild with questions and excitement about how women are changing the game.   We are re-creating the idyllic successful career woman.   Although she may wear power suits, the new Ms. Career Girl isnt afraid to show her femininity while doing it.   She isnt afraid to leave work early to attend to her childs school play, and she most likely has an entrepreneurial venture in her pocket, even if shes working full-time for someone else. A generation who has lived through Enron, September 11, a terrible real estate market and the tanking economy, isnt about to leave their fate in the hands of someone else. Although each Gen Y womans picture for success looks differently, statistics show that many of us seek to move to the top of our field while still being able to raise our kids and love what we do every day.   Yes, Mom and Grandma- work really can be fun! And yes- I really can be a good Mom AND hold a job. Its a tall order, but when I look around at my peers who are just starting to get a foothold on their careers, I know that the amazing women of my generation will have it all. How Does The New Ms. Career Girl Change things? How will companies adjust their policies to keep top performing family women at the top of their firm rather than starting their own businesses? When you consider working for a company, do you think about how the company would respond to you having children? Will there be less of a stigma for women who want to pursue the partner track and the Mommy track? How can marketers best reach busy, educated and career driven mothers? How is this different than generations past? Are you open about wanting it all or do you still shy away from admitting it to others? As the do-it-all Mom becomes more common, how will this change the Dads role in the family?   How does it change dating and relationships? How will male co-workers respond to working Moms having a flexible schedule? Id love to hear your thoughts on this topic.   We really are changing the game ladies, how exciting!

Exclusive Interview with NY Times Bestselling Author Dan Ariely - Personal Branding Blog - Stand Out In Your Career

Exclusive Interview with NY Times Bestselling Author Dan Ariely - Personal Branding Blog - Stand Out In Your Career Today, I spoke with Dan Ariely, who is a professor at MIT and Duke University, as well as a New York Times bestselling author. This made for a very interesting interview and its in both podcast and written form below. You will learn about some of the irrational behavior we do on a reoccuring basis and how to become smarter about your actions. [youtube=http://www.youtube.com/watch?v=t3O6bk6m7fY] What interested you in behavioral economics and what is the single most significant thing youve learned? I have a personal interest in it and was burned a few years ago. If you ever had a bandage removed, you wonder what is the right way to take it off. Should you do it fast or slow? The nurses in my department thought the right way to do it was fast. I begged them to try it differently; a little slower. They said the patient shouldnt butt in. I started to do experiments with this in a laboratory and what I learned in the process was that they were wrong. If they gave me breaks and there was a longer duration, there would have been less pain. When that happened, I started to think about this a lot more. One of the things that is the most profound is the research on Cohort Arbitration. I go to students and show them six products and then ask them to write down the last two digits of their social security number on the page to describe these products. I ask them if they would pay the price of the products as represented by their social security number. When they finish this exercise, I tell them to do it for real. They bid and took the products home. I found out that people with high end social security numbers tend to pay more. I think this maps to a lot of decisions we make in life. In economics there are two forces, supply and demand. What these experiments suggest is that the price that enters our head is the supply number and not demand. How did you pick the name Predictably Irrational? The publisher wanted two words and started to talk about the finding in the book. People started using the expression predictably irrational. The fact that people were starting to use it suggesting that it was a good name. What are some example of irrational things in your book? In my book there are many examples of irrational behavior. There is one way to be rational and many ways to be irrational. It has to do with revenge, procrastination, emotions and the difficulty to compute. The trust game is an example. We both get $10 and you are the first mover. If you decide to pass your $10 to me it becomes $40 or you could walk home with the $10. I can split the money to give you and I $25. The trust game says that you will never give me your money, but interesting enough people will reciprocate. What if I walk away with your money? Now, with the trust game of revenge, you have the opportunity to go home and spend some of your money to make me suffer more. Would you spend money to take money from me? People will do it and take pleasure when they do this. The brain center is the same for revenge and pleasure (sex, heroine, etc). The people in wall street have walked away with our $50 and we feel revengeful and weve lost trust in them. Most of the intervention by the government isnt taking this into account. [youtube=http://www.youtube.com/watch?v=UJHnFzIT3IQ] How did writing this book build your personal brand? I dont think I had one before. Writing the book was amazing because people are reading my book at airports, send me emails and I get to speak a lot. As a consequence many people know me. As an academic that has been writing the same things over and over again, its interesting how using this general language has allowed me to be recognized. Overall, Im really enjoying making a linkage between science and the outside world. Now I have a chance to do it for more people then just my students. What opportunities do we have by learning about our predictably irrational behavior? First of all, we have to acknowledge that we all make mistakes. I hope people who read the book see that they will be able to recognize themselves in a few chapters. Hopefully they will read about it and stop their behavior. In addition, we as a society should do something about it. When we design the physical world, like chairs and computers, we understand peoples irrationality, but when it comes to the mental world, we assume that people are perfectly rational. Imagine we took someone who designing the stock market and let them design something physical, such as the roads. How would the roads look like? The stripes would be gone because no rational people who go out of the lines. The people that make roads know that people make mistakes, so they accommodate. Unless we understand that in the mental domain we are as faliable as in the physical domain, I dont think we can get over these mistakes. If we take behavior economics seriously, we have a bright future. Dan Ariely is the New York Times bestselling author of Predictably Irrational. He is the Alfred P. Sloan Professor of Behavioral Economics at MIT, where he holds a joint appointment between MITs Media Laboratory and the Sloan School of Management. He is also a researcher at the Federal Reserve Bank of Boston and a visiting professor at Duke University. Ariely wrote this book while he was a fellow at the Institute for Advance Study at Princeton. His work has been featured in leading scholarly journals and a variety of popular media outlets, including the New York Times, the Wall Street Journal, the Washington Post, the Boston Globe, Scientific American, and Science.

5 Reasons Why Employee Engagement Matters CareerMetis.com

5 Reasons Why Employee Engagement Mattersâ€" CareerMetis.com Don’t overthink it, but it’s pretty obvious that when employees are emotionally invested in the company, they will go above and beyond to help it succeed.What’s the word for this? Employee engagement.But just how important is employee engagement to your company’s success? VERY. From productivity levels to customer satisfaction to turnover and profitability â€" all this and more is tied to employee engagement.evalTherefore, it’s crucial that you understand employee engagement is not a one-time action to cross off your to-do list. It starts on the employee’s first day and lasts until they leave the company. Engaging employees has no off switch, it is embedded in the company culture.Connecteam’s all-in-one app for improving employee engagementcan help you with employee engagement on a daily basis. How so?First off, send surveys on any matter, whenever you want, including during on-boarding, after a meeting, after a company event, after a training course, or whenever releva nt. Make sure you send surveys on a regular basis in order to continually monitor employee satisfaction and happiness.Additionally, act on the feedback so employees know their opinion is valued and will continue to share honestly.Take it a step further and create a suggestion box that’s always accessible.evalOn top of it all, Connecteam allows you to be where your employees are. In the click of a button, you can send company updates, important announcements, birthday wishes, an employee of the month celebrations, and so much more. This level of transparency builds employee rapport and trust, while also reinforcing your company’s purpose.When you show your employees you care and what you care about, you’re boosting engagement because chances are, they care about the same things. Start your free 21 day trial with Connecteam now and instantly improve your employee engagement within minutes of setup.Here are 5 reasons why employee engagement matters:1) Engaged employees boost prod uctivityevalUndoubtedly, as a manager, you always need to your eye on the bottom line. One way to do this is by investing time in employee engagement.evalNumerous studies have found that a fully engaged workforce will always outperform a disengaged workforce. A Gallup studyfound that companies who have engaged staff have higher earnings per share and they also recover quicker from recession.2) Employee engagement increases customer satisfactionSimon Sinek, an author and leadership master, rightly said, “There’s no CEO on the planet who’s responsible for the customer. They’re just not. They’re responsible for the people who are responsible for the customer.”In fact, Forbes magazine published an articleproving the link that engaged employees lead to happier customers.Blake Morgan said in the article, “There is an undeniable link between employee experience and customer experience. Companies that lead in customer experience have 60% more engaged employees, and study after study has shown that investing in employee experience impacts the customer experience and can generate a high ROI for the company.”3) You’ll retain your best peopleLet me put it this way, the Bureau of National Affairs foundthat U.S. businesses approximately lose $11 billion annually because of employee turnover. So, when employees are engaged, they are less likely to leave the company. When you have increased retention, you experience less recruiting and hiring costs while boosting morale.4) Innovation growsEngaged employees are far more likely to share innovative ideas.They think about how they can better the work they do instead of just working at a bare minimum. It’s this gung-ho attitude that leads to innovation.eval5) Employee engagement enhances company cultureA company culture that involves easing up on control and simply trusting employees to do the right thing allows for growth like you’ve never experienced. You must believe that if you hire smart, passionate peop le and give them room to shine, they will, in turn, engage and thrive in meeting company goals.evalFor the reasons listed above and more, employee engagement is essentially one of the key aspects of meeting your company goals and then some. It is best if you invest time in your employees so that they, in turn, become invested in the company and its goals.

How Four Job Seekers Created Their Own Luck

How Four Job Seekers Created Their Own Luck Unless you’re a tech wizard or coding genius, looking for a job can feel like a tough slog. It takes a hearty (and hardy) soul to keep at it, and some serendipity to succeed. And that can be true whether you’re unemployed or currently employed and seeking to move. Those who know me well recognize that I am an optimist, endowed with a healthy dose of positive energy and a strong belief that the human spirit can prevail. And I’d like to share some of that with those of you who are job seekers, or know someone else who is. As my father said when my husband and I put our starter home on the market after a shooting in the nearby bodega, “don’t worry, you only need one buyer!” (By the way, we ended up selling to the single buyer who made an offer… just a hair below our asking price.) Let me share with you the stories of four people who landed jobs and how they did it. How I found my first paying job Having spent most of my high school years doing homework and practicing piano 4 hours a day (I was planning to be the next female Artur Rubenstein until I discovered I wasn’t quite good enough), I didn’t have a job until I went to college. Embarrassing to admit, but true. Not knowing how things worked, I typed up a resume, walked into BayBank in Harvard Square with it in hand, and asked to see the head of Human Resources. Had I been even a bit savvy, I would have been surprised that he agreed to see me. We had a chat, he promised to look into opportunities and, a few weeks later, I had a part time job in Correspondence Banking. Not the cutting edge of finance, but it was a job. It turned out that he saw me out of curiosity. No one had ever marched in off the street and persuaded his PA to let them into the “inner sanctum”. Takeaway:Sometimes, it helps if you don’t know “the way things are done”. That way, you can make what others think is “a bold move” without the added pressure. And remember to respect the PA â€" he or she holds the key to access. How Lisa bounced back from the Lehman collapse An acquaintance â€" let’s call her Lisa â€" lost her job as a Managing Director along with others at Lehman Brothers during the credit crisis, and took a different approach to her search. Instead of putting together a CV (that’s the UK term for resume), she created a list of skills and strengths. For example, it included things like “I’m really good with clients; I’m good at listening, and finding solutions.” She then networked her way into meetings with senior people and used this document as part of the process. She ended up getting hired by another firm in a role that she didn’t even know existed, and it’s one that she loves. It uses her special strengths and skills, and she’s adding value to her new employer. Lisa says that she now has “the best job in the world â€" I get to meet the most amazing people and use my best strengths to help my firm.” Takeaway:Understanding and communicating the special strengths that you uniquely bring can trump the traditional approach of applying for publicized roles using a basic CV. The former helps prospective employers imagine you filling gaps within their organization, and opens up the possibility of roles that are not advertised. Plus, these days, most people find jobs through their extended network. How Tara got a series of jobs leading to her dream role Tara had a mid-level job in a large organization. However, it was not the exact job she wanted and she felt she could do more to help the division. She then succeeded in landing a series of increasingly senior jobs within the division, most of which involved turning around struggling projects. This created a virtuous cycle: by working on the projects no one else could get right, she gained experience while building a reputation as someone who turns things around and builds sustainable teams. When I asked her how she got her new roles, she said, “I asked. When I see something where I can help, I ask. I raise my hand.” Also, she was willing to take risk â€" but then again, she felt she had a way to make things work. As with most things, the hardest job to get is the first one. But once you succeed, people say yes to you more and more of the time. Takeaway:You can create your own role by looking for ways to help your organization and then simply asking. Senior managers are not mind readers, so it pays to put yourself forward. How Mr. G found his job during tough times This is the story of a close friend’s father who had just a high school degree and managed to build a successful corporate career and support a family of five. While he started out in the 1950’s, the principles still hold true today. And out of respect, I can’t call him by his first name, so it’s Mr. G. When Mr. G was 17, he went hat-in-hand looking for work. His father was a butcher, and he didn’t want to follow in the family business. Instead, he went to the big corporations in downtown Manhattan. At one of the corporate headquarters, the receptionist instructed him to fill in a form. As he was finishing, he saw a tall man in a navy suit and striped tie stride by and head into the corner office. Mr. G asked, “Who is that?” The receptionist answered, “That’s Mr. Nelson, the Head of Personnel.” Without missing a beat, the 17 year-old Mr. G made a bee-line for the corner office. He got all the way to the doorway before the receptionist caught up with him, shouting, “You can’t go in there!” Having seen the whole thing through the glass wall, Mr. Nelson waved the receptionist away.     Someone brave enough to barge into his office deserved a chance to be heard. Mr. G then made his case, saying he would do any job available, and earn his stripes from there. He got a job, and Mr. G became one of the most successful sales people at the company, and was one of the sole survivors of multiple mergers. When I asked him for his secret, he said, “I’m willing to take a risk. And I also take care of my clients.” Takeaway:The phrase that comes to mind is “He Who Dares, Wins” (coined by the TV character “Del Boy” in British sitcom “Only Fools and Horses”). When it comes to landing that job, it usually pays to take some personal risk. And do it with confidence and sincerity. Then, what keeps you in the job is taking care of your clients, both internal and external. Common Theme A common theme running through these true stories is that you’ve got to put yourself out there. And when you do, know what your strengths are, differentiate yourself, be bold and take risk to get in front of people â€" lots of them. Then, keep going. The world is full of the obedient and the typical â€" we don’t need you to be that way too. Instead, dare to be original. Have the courage to ask for what you want. Take a chance and swing out. Have the courage to ask for what you want. Take a chance and swing out. #CareerMastery And as Woody Allen said, “80% of success is showing up.” So, please keep showing up! The world needs each of us to contribute our very best â€" let’s encourage our fellow seekers by sharing our stories. How have you or others you know created the serendipity to land that dream job?

BrandKit and Psych Central

BrandKit and Psych Central Ive been an interviewing machine lately! I was the first profile in BrandKits Classy Entrepreneur Series (I tricked em good!) and loved talking about my goals and life lessons and favorite resources. Then, because of an interview I gave with Margarita Tartakovsky, I was featured in two articles on PsychCentral: Career Coaching 101: How to Find a Professional to Help You Find Your Fulfilling Career and How to Find a Fulfilling Career Path. Im so pleased with how they all came out, and hope theyre helpful for ya. Enjoy, and have the most wonderful of weekends!