8 Tips to Selling Products on Amazon [Infographic]

8 Tips to Selling Products on Amazon [Infographic] Photo credit: topgold via Foter.com / CC BY If youre like many would-be side hustlers and entrepreneurs, youve at least considered Amazon as a possible way to monetize your product selling ideas.  And Amazon is a great location to consider. The main pros are: Selling products without the fulfillment hassles Having marketing largely taken care of (by Amazons worldwide draw) Not having to set up a website to get started (theyve got you covered). Speed of implementation.  You can check a market out quickly and see if your concept has legs. Intrigued? Amazon initially started off as an online bookstore back in 1994 and is the largest marketplace on the World Wide Web today. Valued at $247.6 Billion, Amazon sells 3.5 Million products daily and hasover 300 Million active customer accounts, and counting. Referring to the above statistics, you can imagine the amount of exposure that your products can gain if you chose to sell with Amazon. When you sell your products on your own website, there are a number of offline and online marketing techniques that you use to bring traffic whereas with Amazon, potentially 184 Million unique monthly visitors can be targeted each month. If you have a diverse range of products, you can sell in more categories by moving from an individual seller account to a professional seller account to sell your products in more categories. Check out this infographic from Dpack to learn how selling your products on Amazon can benefit you.

Great Giveaway The Spark Kit

Great Giveaway The Spark Kit Yes, its true. My investment to Selling Your Soul is still paying off, and Im thrilled to say that Danielle offered us all a Spark Kit as an extra ($150!) value add. I loved that they gave us permission to offer it as a giveaway, so here we are! I can go on and on about Danielle, but those who are regulars here and probably sick of it, so let me just link away to my love notes to her, and you can click away if youre one of the un-sick ones: Danielle LaPorte is My Cult Leader Rousing Review: Style Statement Top 6 Lessons Ive Learned from Danielle LaPorte Im a Fire Starter! Danielle LaPorte Interviews Me (yes, really!) on Quittin the 9-to-5! So, in order to enter to win, answer this question in the comments: What needs sparking in your life/biz? Ill be closing up entries at noon Eastern this Friday (Aug 5th!) and choosing a winner via Random.org soon after. Ooh, funness!

Best Format For Resume - How to Get the Best Result Using Resume Writing Software

Best Format For Resume - How to Get the Best Result Using Resume Writing SoftwareWriting a good resume can seem very intimidating and overwhelming especially when there are so many different formatting formats that are available. In this article, I'm going to quickly sum up what is the best format for resume to get you through it.The first thing that you need to do is compose a short description of yourself. You should also add in a link to your website so people can read more about you or see what you do for a living. One of the most common mistakes is to write a long and boring description without even knowing what you're looking for in a job or what you're looking for.Secondly, you should search for a particular place on the Internet to start from. Usually, this is going to be one of the Internet job boards. These job boards are usually connected to search engines and will give you a list of jobs that match what you're looking for.After that, you'll need to choose which job descri ption that you want and then go to the particular website of that job posting. This is an option that I don't recommend because you're going to spend a lot of time getting to the right place. If you're not careful, you can waste a lot of time and it might just go to another job posting.Now that you've taken the time to go to the job boards, it's now time to actually apply for those jobs. At this point, the most important thing that you need to do is to narrow down your search based on your descriptions. For example, if you have a specific job for someone with a college education, then just go to a site that has that type of job description.The next step is to use online job hunting software to get a list of job openings from the job boards. Once you have that list, you can now look at it and then take a close look at all the jobs that fit what you're looking for.When you have narrowed down the list of jobs, then you just need to research the companies that you are interested in. In fact, the most important thing that you need to do is get in touch with the company to find out more about the job and to check to see if you're going to fit into the job position.

Can I Skip The Office Party at The Beach

Can I Skip The Office Party at The Beach Q: Can I skip my office’s day at the beach? I’ve been in my office for about seven months now and I recently learned that every year, the team goes on a summer outing. It’s not necessarily a team-building outing. It’s just a day away from the office enjoying each other’s company. This year the team voted on spending the day at the beach (other options were kayaking, laser tag, and going to the movies). I really don’t want to attend this outing for multiple reasons. I don’t really like going to the beach and even though I like my colleagues just fine, I don’t necessarily want to spend an entire day just socializing with them. Part of me wishes we picked one of the other activity that didn’t require being away for the entire day and that also involved an activity. Do I have to suck it up and go to this? Is there any way to graciously ask to sit this out? A: You should go, be sick that day, or have a scheduling conflict. I would not ask to sit it out on grounds of just not wanting to go, or you’ll come across as Not Interested in Being Part of the Team. That’s silly â€" you shouldn’t have to spend a day at the beach if you don’t want to â€" but that tends to be how this stuff goes. Q: I racked up $20,000 in personal debt on my corporate card. What do I do now? Somehow I have managed to rack up a rolling balance of $20,000 on my company credit card and I can’t ever pay it all off in one go. I had a bankruptcy a few years ago and can’t qualify for a loan to cover the full amount. I have ADD, so impulse control, particularly when under stress, has always been an issue for me. But I also genuinely misunderstood the way my corporate credit card was to be used. Over the past few years I have used it for everything from personal shopping to medical bills. But by far the biggest charges were for my car loan. Here’s what happened: After working for my company for two years on-site at a client office, I was informed that the client had canceled the contract, so I would need to do another function, which would require driving all over town instead of being based in an office. My manager said point-blank that if I did not get a car within the week, there was nothing he could do for me. He stated clearly and explicitly that the company card could not be used for personal expenses, but he also mentioned that it would not be checked up on if it got paid in full each month. I can use PayPal to get cash out of the card and into my bank account, so what I have been doing is waiting until the bill is due (a new billing cycle) and taking out that amount with PayPal, then using the cash to pay it off, plus adding in my own money to try and reduce the balance a little. This just means I get charged PayPal fees for the cash advance, and it means nothing more is due until the next billing cycle. This results in the next month having that balance plus charges, minus any and all money I can put toward it out of my pay (generally $2,000 a month). I am scared to bring it up with my manager because it might mean I will lose my job once they realize what’s been happening, I am starting to get unwell from the constant stress and thought that HR might see it as theft and I could be sent to jail, lose my job, and lose my reputation and ability to get another job. Basically, I am terrified that I have ruined my life completely. A: Ooooh. Okay, yeah, this isn’t good, but you know that so I’m not going to dwell on that. The right thing to do: Tell your manager what happened. Come clean and accept the consequences. There is a good chance that you will lose your job over it, but if you’re an otherwise good employee and you’re genuinely contrite, they may be willing to work out a payment plan with you and not take legal action. Legal action is possible, but it’s generally no one’s first choice, so if you show that you’re horrified at what happened and that you’re genuinely committed to aggressively paying it off, they may prefer to just let that happen. The other option: I suppose that you could keep paying it off as aggressively as you can and hope that you have it paid off before anyone notices. I’m surprised that no one has noticed yet, and the fact that they haven’t might mean you could actually get it paid off before they do â€" but if they do notice, the fact that you didn’t proactively come clean won’t be good. On the other hand, I suppose you could plead ignorance and point to the fact that you’ve been aggressively working to pay it down to show that you had no intent of trying to get the company to shoulder the charges. However, before you proceed, you should talk to a lawyer, because you’ll need someone on your side who can advise you legally. These questions are adapted from ones that originally appeared on Ask a Manager. Some questions have been edited for length. More From Ask a Manager: I gave my boss’s credit card info to a scam company Am I supposed to return missed calls from coworkers if they don’t leave a message? My boss thinks I should share a hotel room with a stranger at a conference

How To Identify And Embed Your Company Culture To Grow Your Business

How To Identify And Embed Your Company Culture To Grow Your Business3KDo you know what makes your company allren and what makes it unique? Do you and your gruppe truly live the culture and values of your geschftsleben? Is your team working smoothly, without having conflicts? If the answers a No to any of these questions, its a good idea to think about what to change in order to answer Yes. In his study, prof Noam Wasserman looked at 6500 failed geschftslebenes. 65% of those failed as a result of co-founder conflict or a bad company culture. But dont worry, not everythings lostWe had a chat with Bretton Putter, an entrepreneur and company culture geneticist, whos been helping companies to identify, embed and reinforce their company culture to become more successful. After he studied 300+ companies, he found that businesses that scale quickly and successfully have one thing in common. A well defined, implemented and strong culture. So if youre a startup, a small company thats been runn ing for many years or a big corporation, heres an advice on how to identify and embed a good company culture to scale your business effectively.1. Brett, what is company culture?Its a combination of values, mission, beliefs, and purpose. Values are the DNA of a culture and then the mission, vision, beliefs, and philosophy are laid on top of that.Once 2 people get together and start thinking about an idea, they already have the beginnings of a culture. The company culture evolves from their values and the initial people they hire to join the company. The best case scenario is to start defining and working on company culture right at the start of the journey because your culture is formed directly from your values. And your values then define you and your teams behaviors. The first thing that founders should do when they start a business together is to define and understand their own personal values. The next step is then to understand where the mismatches are between the individuals values and how bad those mismatches are. If one co-founder says I want to earn a lot of money and the other says I want to save the world, theres potential for a disaster because they will be making business decisions based on these values. Once they define how much their values overlap, they can move on to the next step and start thinking about what the aspirational values for the business are. To start the process of outlining your values, answer the followingIf you were to explain to a friend who you hadnt seen for a while why you joined the company, what would you say?What are the reasons youre working in this company?Whats important to you about working there? What are the values that you are proud of?What makes us different from the competition?Why are we succeeding now?What values make us unique?Why do our customers choose to work with us?Why do you love coming to work?This will start the process towards identifying your company culture. In an early stage startup, where in th e beginning you might be focused on getting to MVP or raising your seed round, the initial values may be focused on the immediate needs of the business. Because the business is at such an early stage the values and expected behaviors against those values could potentially change over time. So you need to be able to understand what your aspirational values are for the business, and then you need to test whether you and your team are living them. A lot of startups stop thinking about their values once they have written them down, they dont invest in embedding and reinforcing those values on an ongoing basis and thats where issues will arise later down the line.Related articlesThe key to Leanplums epic growth? Company cultureA week to remember Enhancvs spring Power WeekThe power of one-on-one meetings3. How can small companies, that have existed for over 20 years and never thought of company culture, identify it?Startups and small companies have the advantage of small teams where it wi ll be easier to work and implement the process of defining, embedding and reinforcing the culture. First, the founders of the company should define what they believe the current values of the company are. They should then ask the team to list the values of the company, compare, and discuss the list of values with the team. If there is a major mismatch between the founders and the team, then it is vital to clear it up because it will only get worse over time. It will eventually go wrong if there is a significant mismatch between teams values and one of the founders values and it is crucial that alignment is achieved, if possible, to ensure the business can grow and scale effectively.Often, founders define certain values, and the team recognizes different values. Thats because the founders aspirational values dont match their actual behavior. The team is looking at the founders and watching their actual behaviors, versus what the aspirational values the founders claim they want the bu siness to have. Its important for the founders to take the teams point of view into account and to create a set of values for the company that matches the leadership and the team. Once you know what the values of your business are, you can start building them into your reward structures, communication, and other processes and functions of the business.4. After companies identify their culture, how can they embed it?There are 6 ways to embed company cultureWhat the CEO, executive team, or founders measure and control? How they invest or allocate funds? How they coach teach, educate or mentor? What they reward and give status to? How they promote, hire or fire? How they react in a disaster or crisis situations?Here are 2 examples of how you can see whether your company culture is embedded If you say Customer service is our No. 1 priority. Then, the customer service team comes and says We need to buy a software for this service. If your answer is No, we need to buy a kundenbeziehungsma nagement tool for sales Essentially you verbalized that customer service is important but your behavior demonstrated that sales are actually more important.One of your values is teamwork, but you reward the individual. Rewarding somebody against what you claim to be one of your values builds a disconnect with the values and mistrust in the organization. It also means your values and culture are not embedded properly.5. How can companies that scale fast keep a great company culture?Once the values are in place it is all about the hiring process., which involves understanding the values and understanding the expected behaviors against those values. And then creating einstellungsgesprch questions against those expected behaviors. For Example Our value is teamwork, then the expected behavior is the team always comes first. The interview question is When last did you take one for the team?, How did it feel and what happened? When you ask each candidate this question, youll be able to sc ore them against those answers afterwards. The values based hiring process is the missing piece in many companies at the moment. And its the best way to ensure that candidate matches your values. Another thing that most companies dont do very well is the onboarding process. After the candidate joins the company, its important to help them hit the ground running and be productive from day one. Some companies invest in training and dump a lot of information on the new hires. The best companies, help the new joiner develop relationships within the company as the first step. They have a buddy system which helps the new joiner work out what the real issues in the company and in their role are, and who are the most important people. So they use a bit of training, but the focus is on relationships, because relationships create trust. And trust allows teammates to work well together.6. How can companies measure their company culture?Measuring company culture is quite hard because for most c ompanies it is an invisible and subconscious liability versus a tangible measurable asset. You can do surveys on employee engagement but this is a snapshot of time and employee engagement is only a small piece of the culture puzzle. Ask yourselves the following questions to evaluate the strength of your company culture. Are we able to hire the right A+ candidates who fit with the companys culture?Are those candidates approaching us?Do we have low staff turnover? Does the leadership team have more energy and time available to work on the business rather than in the business? How strong are the bonds between team members? Do we have a happier workplace environment, with fewer sick days, lower stress levels and more respectful communication? Do our people take personal responsibility for results? Is there more autonomy, healthier intra- and inter-team dynamics, less conflict, less need for mediation in our company? Does everyone pull in the same direction during times of hardship for t he company? Do we have highly engaged employees who happily invest their discretionary energy back into the company? Is there a values match, meaning that for our people, it is more than just a job it is self-development? Can we demonstrate that we have improved happiness and job satisfaction?Back to youDefining your company values and then company culture is something that cant happen overnight. Investing the time into it, though, can have a positive impact on both employees and the future of your company. As the co-founder and CEO of Airbnb saidKeep it in mind.In case you have any more questions, let us know in the comments below. You can also follow Brett or his company Culture Gene on Twitter for more info. Tags business strategy, Company Culture, culture fit, hiring, values, values based hiring

Is The Manager-Mother Syndrome Hurting Your Leadership Potential

Is The Manager-Motzu sich Syndrome Hurting Your Leadership Potential Kishshana Palmer is a jack of all trades shes a sought-after strategist, speaker, trainer, social good matchmaker and nonprofit coach whos managed high-performing fundraising and sale professionals for over 15 years.Through herbei business, Fabulously Fundraising, Palmer helps social impact organizations design development infrastructures, create diversified fundraising programs and manage high-performing teams, and shes raised over $45 million dollars for her clients thus far. But thats bedrngnis all Palmer does she also tackles a whole lot of bro housework.Think of me as your fixer, she says. I am passionate about helping nonprofits and entrepreneurs who want to do social good grow their organizations, grow their boards, grow their funding and grow their teams.Perhaps because shes a self-proclaimed fixer, Palmer is also oft-conscious of her mother/manager syndrome a managerial style some women use, most often t oward male colleagues and subordinates, in which they adopt a motherly manner of relating to employees and in which they assume office housework. The houseworkincludesperson-oriented tasks, usually unrelated to ones actual job description, that add up over time and consume the bulk of a womansday.Who is the office mom?The office mom is usually an older woman, and sometimes even a senior executive, who buys coffee for everyone, who recognizes when the refrigerator is low on milk and the bathroom on toilet paper, and who makes sure her team is content.I would describe the mother/manager syndrome as wanting to have a more personal relationship with your team than is reasonable at work, Palmer explains, noting that the office mom also looks to boost company morale by making the team comfortable sharing personal experiences travel, illness, family and all things that influence how we interact with our teammates.Frankly, many women are nurturers. We are gifted at building relationships a nd our desire to build relationships and have authentic connections can influence our management style. I think many of us are conditioned from really early on doll play, play dates, teaming to socialize while working, and that spills over into our careers as we manage people.Why do women use this style of management?Palmer isnt the only woman using this style of management, of course. Other women like Sooinn Lee, CEO and co-founder of education technology startup Enuma, use the mother/manager syndrome in an effort to actually stab und sttze other mothers.In the beginning, our team welches comprised entirely of flex-time parents, and I wanted to build a company where I and all of our team members could balance family and work, she says. I dreamed of a workplace where we did not have to compromise being a mother and being a valuable team member.I dreamed of a workplace where we can bring our kids into the office when the nanny couldnt make it or when schools close for anon-holiday. After five years in business, 20 of Enumas 24 members are parents and half of them are female. As such, she says all of their management styles can be characterized as motherly, and they each take pride in and focus on supporting mothers in management.We often ask how the kids are doing and take action to support our teams work and family balance, she says. We have very flexible rules on working hours, scheduling meetings and modifying work schedules to avoid drop-off and pick-up times. This is true even for board meetings. It helps that most of our board members are also actively-involved parents. If someone can easily depart early to help a sick child, they dont mind working after the childs bedtime to make it up. One of our team members regularly leaves work at3 p.m.to take her child to a rock climbing gym and then works from their Wi-Fi. When one staffers family member started chemo therapy, she reduced her work schedule to half to support her relative.Lee says her motherly mana gerial style is about retaining the companys top talent in Silicon Valley, and shes proud to have a workplace that feels like a village.Why is the mother-manager syndrome hurtful?While the aforementioned motherly tasks seem both subtle and simple, however, the problem lies in the societal assumption women will take care of things at the office when no one else will. Weve accepted the mother/manager syndrome as the norm when, in fact, women have responsibilities that actually pertain to their positions to which they need to be prioritizing. Regardless, women still earn less than men, and theyre expected to take on work that is not delineated in their job descriptions.Feminist Fight Club author Jessica Bennett has called the syndrome the perfect example of both external sexism and internalized sexism. She told CNN, We think we need to be helpful and nurturing and take on these roles that are traditionally female.Besides the issue of assuming women will take care of the office and its employees, theres also the issue of exploiting a motherly managerial style in an effort to motivate or accelerate a team. Palmer adds that, when forced, this managerial style can create an unbalanced and super uncomfortable relationship between managers and their subordinates.How? The mother/manager syndrome is actually deemed a representation of a negative parenting behavior pattern. Parents who are guilty of this behavior are known as Verbose parents, according to occupational therapist, business owner, psychologist and life coach mentor, Julia Harper.That negative parenting style is furthermore based on a brain pattern of reactivity not wanting to deal with conflict with a child or, in this case, an employee, the mother-manager uses negotiation, over-explaining and convincing to get the child or employee to do what they would like, she explains. This style functions to reduce or avoid conflict. It is a reactive pattern of flight, running or fleeing from the conflict via manipula tion and control.Whether a woman uses it with her own children, with her spouse or with her colleagues at work, Harper says mother/manager syndrome is always a reaction.Bottom line The mother-boss managerial style is one based in manipulation and control, she puts blankly, adding that it is often subconscious. Its a passive-aggressive controlling style. It is a reaction style that women use often because it is how women are socialized. Wedont see this pattern of behavior as negative because its a hidden reaction. We actually think that its positive and helpful.But Palmer says, as a woman, shes burdened with a lot of pressure on how she manages and leads at all times.Youre always thinking about how things will land, and how decisions you make for your team will look, as well as who will be affected, she explains. This can take the focus off setting the bar (and the pace) for your team to operate, and get you caught in the weeds of managing the personal aspects of work relationships w hen you mightnot need to.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solo travel. Shes an editor by day and a travel blogger at HerReport.org by night.

Purchasing Naviance Resume

Purchasing Naviance Resume When you locate a career of interest, decide on the choice to Add to your List. Below are a few of the counselors favourite capabilities. Explore Careers-This feature consists of detailed info and videos on several occupations. My Journal As you investigate colleges and begin to develop your college list, this is a great place to chronicle your ideas and questions. Please be aware there are lots of aspects which can impact admissions decisions and the outcomes of this search do NOT guarantee in any way whether youll be accepted at a specific college. Explain which printing method is fruchtwein appropriate for printing your design. Keep in mind, your creativity is going to be tested during the interview and once you become hired, not on paper. Regardless of the fact there are countless fantastic college resume examples to be found online, writing your own resume is not quite as easy as you believe. From that point, students may assess their probabi lity of gaining admission to a one particular college. They may also link directly to the college database to find colleges that offer an educational path to each career. They are able to access a comprehensive database with current information on hundreds of careers and colleges. They may click on sign up next to the college name to receive an email that reminds them of the upcoming visit. You need to allow them to know youve added an extra school and desire a letter. Naviance is an all-inclusive site that can be utilized to earn college and career plans. You may also link straight to the college or universitys website for extra info. Be very mindful of deadlines. Your answers can be updated overtime so that you always have the option to return and make adjustments. The site directs individual students through the full college planning, application and decision procedure. It is an all-inclusive website which it is possible to utilize to aid in making decisions about college s, scholarships and careers. For additional information, please contact your sons or daughters counselor.