How to give a pep talk that actually works

How to give a pep talk that actually worksHow to give a pep talk that actually worksWeve all been on the receiving end of an unconvincing pep talk. The speakers heart is clearly in the right place, peppering us with positive messages of Youll get through this and Dont worry, everything is going to be alright But we remained unconvinced.To get us to actually believe in the encouragement we are hearing, vague compliments and stern motivations are leid enough, a new study published in theJournal of Experimental Psychology Human Perception and Performance suggests. They found that an autonomy supportive approach, which emphasizes psychological freedom and self-initiation, works better at motivating us than controlling, pressuring motivation.The tough love of you must get through this is not going to get through as loudly as I know that you have the tools to get through this difficult time, because I have seen your resourcefulness firsthand.What a good pep talk sounds likeThe researchers found that by emphasizing perceived choice and lower perceived pressure, the autonomy-supportive pep talks helped people feel close to one another and like they had more choices with their situation.We do not feel motivated by hearing everything is going to be alright, but we do feel motivated when someone reminds us that our fate is in our hands. When someone is undergoing a work crisis, the platitude of everything will be alright may not even be true. What can feel true is being reminded of your resilience to handle whatever comes your way.You cannot predict someones future, but you can give hope and solace to prepare for its uncertainty.This approach follows what psychotherapists and career experts already recommend for pep talks avoid cliches and affirm the persons strengths. You want the person to feel like you are actually listening to them. That starts with personalizing your motivational pep talk beyond broad cliches of time heals all wounds.The best pep talk is reminding so meone what they already know about themselves, based on your knowledge of them, William J. Doherty, a family social science professor, recommends. Also, recognize that a pep talk does not have to be all about you talking. Sometimes, the best pep talk is the brief uh-huh, uh-huh, I hear you of listening and being present for what someone has to get off their chest.

Important Things to Consider About Hiring Overqualified Workers

Important Things to Consider About Hiring Overqualified WorkersImportant Things to Consider About Hiring Overqualified WorkersGenerally, when someone is labeled as overqualified, it means they have a mora extensive and more impressive resume than the hiring manager expected. Regardless of their ability and willingness to do the job, they frequently are screened out by HR and the hiring manager never sees the resume. That is unfortunate for a variety of reasons.HR may notlage know how much additional qualification is acceptable so they rule out everyone beyond the minimum requirements the hiring manager set.Individuals with more than the required qualifications never have an opportunity to demonstrate that they are the best candidate.The hiring manager spends time training and developing a less qualified person and passing up someone who could have done the job well almost from day one.Why Is An Overqualified Worker a Bad Thing?Some managers are reluctant to hire overqualified workers for many reasons. Some are valid is some cases. Some are not.Too expensiveThis is the most common reason given for not hiring overqualified workers. In some cases, this is valid. In most cases, it is not. If the company posts the salary (or salary range) for a position, it is appropriate to assume that anyone who applies for the position is willing to do the work for that salary. Yes, a more experienced worker may ask for a higher salary because they know how much more they can contribute, but if thats the best salary you can offer, they will do the job for that salary and do it well. Hard to trainMany managers, especially new ones, worry that if they hire someone more experienced, that person will want to do things their own way rather than the way the manager wants. It is a question you need to get an answer from the candidate for, but that should be during the interview process, not used as a screening tool. If they want to do things their way, dump them and move on to the next candidate. However, if they say they can suggest things based on their experience but are certainly willing to follow company procedures, you have the best of both worlds. You may get a better way from them and, if not, they will do it your way anyway.Skills not currentAgain, this is something the manager should ask about in the interview process, not something to use as a screening tool. If anything, an overqualified worker probably has better skills because they have broader skills, both technically and interpersonally. You can teach them any new techniques they need to do the job and you can take advantage of their greater ability to multi-task and to get more done because of their ability to work across functional boundaries.Will be boredThis may seem like a broken record, but rather than using this possibility as an artificial reason to screen out an overqualified worker, this is something the manager should ask about during the interview. And as you will see in the Overqualifi ed Worker Grid below, sometimes bored is a good thing.Will leave when things improveYes, they may leave when things improve, but so will other workers. It is up to you as the manager to make them feel appreciated and motivated so they and their knowledgewill stay with you after things turn around. An overqualified worker may actually be a more stable, long-term choice.Fit This Into a Decision MatrixThe grid at the bottom of this page compares a managers skills against workers motivation. This simple four-square matrix can help you decide whether to hire an overqualified worker. Remember that in bestellung to hire the best candidate you will need to get some of these overqualified workers past HRs screening, but with an understanding of this matrix you will be able to do that. While this grid is shown as two types on each axis, there is actually a range from one side to the other.Overqualified Worker TypesWhat type of an employee the overqualified worker is will only come out during the interview process. The manager must ask the right questions and carefully listen for the answers. Some employees take a job only as a means to the next job. These people are continually driven for more. Most employees, however, are just happy in their job. They would be happy to take a promotion if it came along, but they arent going to push anyone out of the way to get it.Underqualified ManagersThe biggest obstacle to hiring overqualified workers is under-qualified managers- someone who got promoted beyond their skill level and just tries to hide. They dont want to make mistakes or to be noticed. They dont want anyone in their team to do anything because it might reflect badly on the manager.These managers dont stop to consider that something done well by their team reflects well on them. They are too busy protecting their own job. These are the managers who hope HR screens out the overqualified workers because theyre scared of them.Good managers, however, welcome overqualified workers. They know that in reservierung to get promoted, they have to have someone ready to take over their job. These managers welcome overqualified workers because they know these employees will make them look good and are a stepping stone to their own promotion.Good managers also know that to get promoted, their team must produce beyond expectations. An overqualified worker, even if only for a year or two, can make major contributions both in terms of personal output and of mentoring other employees in the group.The Bottom LineGood managers hire the best workers they can afford. They arent afraid of workers who might be older, smarter, or more experienced. They manage the skills of their employees to help the team produce at its best level. Thats what gets managers promoted. Be manager RER, not BLP, and you will go far.Overqualified WorkerDecision MatrixManagerManagerManager wants to be promotedManager protecting own jobEmployeeEmployee wants promotionA - Hire OverqualifiedB - D ont hire overqualifiedEmployeeEmployee happy in the jobC - Hire OverqualifiedD - Hire Overqualified

Navy Cryptologic Technician - Communications (CTO)

Navy Cryptologic Technician - Communications (CTO)Navy Cryptologic Technician - Communications (CTO)CTOs perform a variety of duties associated with operating telecommunications systems that exist across the global communications spectrum. Advanced AIS networking and information management skills support the movement of huge volumes of data to operating forces ashore and afloat. What They Do The dutiesperformed by CTOs include providing telecommunications support to the fleet (air, surface, and shore) information processing using computer terminals observing all applicable security measures administrative duties, which include maintaining files and updating communications publications via automated methods. controlling and operating communications systems and networks including satellite systems, network servers, patch panels, modems, routers, multiplexers and communications security devices assuring signal quality and path integrity using test equipment such as protocol analyzer s, distortion test sets, spectrum oscilloscopes and state-of-the-art signal analysis equipment. ASVAB Score VEAR102 Otherbei Requirements Must have normal hearing. Security Clearance, (TOP SECRET) Requirement (SSBI). Must be U.S. citizen. Notes SSBI originated at RTC. Both the applicant and his/her immediate family members must be U.S. citizens. A waiver for U.S. citizenship requirement for immediate family may exist due to a compelling need. Only DONCAF may authorize this based on CT ECMs recommendation for severely undermanned CT branches. Moral turpitude offense(s) are generally disqualifying. Personal security screening interview will be conducted by a Naval Security Group Command special representative. Former members of the Peace Corps are not eligible. Must be a high school graduate or equivalent (GED, CPT, home study or other equivalency). If not a diploma graduate, the applicant must provide a high school transcript verifying successful completion of the 10th grade. Technical Training Information Enlistees are taught the fundamentals of this rating through formal Navy schooling. Advanced technical and operational training is available during later stages of career development. Correy Station, FL 96 calendar days Subjects Basic communications, basic computer operation, networking theories and operation, cryptographic techniques and equipment. Training Methods Group and computer-assisted instruction with live applications training. After completion of basic CTO technical training, graduates are assigned either to sea duty, overseas shore duty or shore duty in the United States. The normal assignment rotation for CTOs is two tours overseas and one tour in the United States. A tour at sea is expected and will count as an overseas tour for rotational purposes. The stateside tour length is normally three years. Working Environment Thirty percent of CTO billets are at sea where they work in secure compartments that house computers and commu nications devices. Ashore, CTOs work in secure office environments operating and managing various computerized information processing systems and communications circuit control equipment. Normally they are part of a communications watch team, while at other times, they may work independently. CTOs may also be assigned to aviation units. Shipboard assignments are available to males and females and comprise approximately 30% of CTO billets.