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Lockton Add Khan as Sr. VP to Lead Software Development

Lockton Companies announces Hugh Khan has been named senior vice president for software development. A key addition to Lockton’s growing technology business, he will support the company’s intrapreneurial digital startup, Mylo, and its Affinity operation, which serves associations, groups and franchisors.


If you love your job, don’t read this.

We wouldn’t want to tempt you with our great  new job opportunities 


This Could Be the Most Powerful Word in Business

“by Sarah Kauss,”

You should start saying it more.

MPW Insider is an online community where the biggest names in business and beyond answer timely career and leadership questions. Today’s answer for:What’s your New Year’s resolution? is written by Sarah Kauss, CEO and founder of S’well.

When asked by friends and colleagues what 2016 will be about for me, my response is straight-forward and simple: it’s the year of ‘no’. I’ve received some interesting reactions when sharing this — especially since many of these folks know me well, and know how much I love to say ‘yes’. I get the feeling they don’t really believe I can do it. What they don’t know is that I’ve already started and, thanks to a little planning and a lot of desire to take back a little of myself for me, I’m going to make ‘no’ a positive word in my day-to-day interactions.

Here’s why: 2015 was extremely successful for S’well and also quite overwhelming. The company experienced 400% growth. We launched major global initiatives with major global partners. We created new products. We made new friends and set the stage for a new year of exciting change. But, in the process, I also found myself on several different continents while wearing about 20 different executive (and not so executive) hats. I committed to be in places that were inspiring but not critical to my personal or professional goals. So while incredibly grateful for the massive amount of opportunity, by

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5 Things You REALLY Must Do Ahead of a Job Interview 

“article courtesy of”

Getting an interview is really exciting! We all know that most people apply for many more jobs than they are invited to interview for, so getting that call can really help with building confidence in your job search. The issue is however that many people do not prepare enough for the interview.

Preparation is really important and here are 5 things that you must do in preparation for that interview:


1) Know the content of your resume

As you would have tailored your resume to address the needs of this role, knowing what you told them in the resume is really important. The interview questions will most likely be staged around this content, so having confidence in building on what you told them in your resume is really important.

2) Research the role

You know how the role was advertised, but through a little bit of research you can get a greater understanding about the position responsibilities, reporting lines and expectations. Understanding as much as you can help with preparing your examples and responses.

3) Research the interviewer

You may not have the information about the company if you are working through a recruiter, but finding out professional information on the interviewer can help you feel at ease when you first meet them. Use tools such as LinkedIn to understand a little more about

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The First 90 Days: Getting Off on the Right Foot

“by Naphtali Hoff,”

“Joining a new company is akin to an organ transplant — and you’re the new organ. If you’re not thoughtful in adapting to the new situation, you could end up being attacked by the organizational immune system and rejected.” ― Michael D. Watkins

In a 2009 article, U.S. News and World Report writer Ken Walsh described the first 100 days of Franklin D. Roosevelt’s presidential tenure. In that short period of time, FDR pushed an incredible 15 major bills through Congress, such as the Glass-Steagall Act and FDIC.

“Faced with the spreading catastrophe of the Depression in 1933,” wrote Walsh, “Franklin D. Roosevelt knew from the start that what Americans wanted most of all was reassurance that under his leadership, they could weather the storm. … This began an unprecedented period of experimentation during which Roosevelt tried different methods to ease the Depression; if they failed, he tried something else. His success in winning congressional approval became the stuff of legend. … The new president immediately established a new, infectious atmosphere of optimism.”

For the past eight decades since FDR’s whirlwind initiation, the first 100 days of a president’s tenure in office has been used as a benchmark to measure productivity and effectiveness. Congressional leaders and political pundits closely study the new leader’s behaviors and agenda items during this early period to see what type of leadership they can expect for the balance of the term and possibly beyond.

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Dos and Don’ts for Dealing with a Disillusioned Direct Report

“by Patricia Overland,”

People cycle through four predictable stages when presented with a new task or goal at work. If it’s something they’ve never done before, they’ll usually start out as an enthusiastic beginner—full of confidence but short on experience. This is followed by a dip in commitment and competence as the challenge of learning something new settles in. In Situational Leadership® II, we describe this stage as a disillusioned learner. With the appropriate mix of direction and support, people move through this phase to become capable but cautious performers and finally self-reliant achievers.

However, the right amount of direction and support is not as obvious to managers as you might think. Here are some dos and don’ts for dealing with a disillusioned direct report.

DON’T say “You shouldn’t feel that way.” This is a piece of unsolicited advice that devalues the person who has just admitted to fear, uncertainty, or a host of other emotions that shouldn’t be ignored.

DO acknowledge the learner’s feelings. Say “Thank you for sharing that. I’m confident I can support you.”

DON’T confuse a disillusioned development stage with incompetence or lack of caring. Everyone hits discouragement when performing a task they have never done before. Some go through this phase in the blink of an eye. Others have the potential to remain in this stage indefinitely

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The 5 New Rules of Work

“article courtesy of”

I’m usually a big fan of Fast Company articles, but one recently seemed like the biggest contrived piece of new-aged garbage, I just had to share!

The article has a great premise: These Are The New Rules of Work.  You know, one of those articles that will show us all how we use to do work and how we now do work. Well, maybe, but also how we hope we could do work like they talk about in magazines like Fast Company, but we really don’t because we live in the real world.

Here’s a taste:

Old Rule: You commute into an office every day.


Cute, but I actually work at a job where we go to the office each day, like most people in the world. So, while it would great to work in the Cayman Islands, my job is in Flint, and if I don’t come in, I don’t get paid. Which makes trips to the Cayman more difficult.

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The 10 Strangest Things Candidates Have Done in Job Interviews 

“article courtesy of”

We’d all love to walk into a job interview cool as a cucumber and wow our interviewer with our natural air of confidence and charisma; however for a lot of us this vision is something of a dream, as the mere thought of an interview brings us out in a cold sweat.

A lot hangs on the success of a job interview, so it’s understandable that it can be a stressful experience. From worrying that we haven’t prepared enough, to panicking about the interviewer not liking us, there are countless factors that can turn us into a nervous wreck and nerves can make us do strange things.

Perhaps not usually as strange as this though…

CareerBuilder have released a new list of some of the strangest things that recruiters have experienced candidates do in a job interview. Here’s what topped the list:

1) Candidate took a family photo off of interviewer’s desk and put it into her purse.


2) Candidate started screaming that the interview was taking too long.


3) Candidate said her main job was being a psychic/medium and tried to read interviewer’s palm, despite interviewer’s attempts to decline the offer.


4) When asked what her ideal job was, candidate said “painter of bird houses.” (Company was hiring for a data entry clerk.)


5) Candidate sang her responses to questions.

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6 Ways to Get Rid of Bad Meetings Once and For All

“by David Dye,”

Horrible meetings are a cliché of the business world, and with good reason. Many meetings are a waste of time and don’t accomplish anything.

The minutes creep along while the meeting leader fritters away everyone’s time, people have meaningless conversations that don’t solve problems, and everyone is frustrated that they could be doing something more productive with their time.

When you don’t run meetings well, not only do your results suffer, so does your credibility. Here are six tips to get rid of your bad meetings once and for all:

Don’t Waste My Time

One of the biggest reasons people hate meetings is that they abuse our most precious resource: our time.

Effective managers treat everyone’s time as a precious resource. However, when you carelessly let meetings run long, or start late, or have a meeting you never should have called, you disrespect your people.

My first rule of effective meetings is: only hold meetings when they are the most valuable use of all the attendees’ time.

That is a high bar to clear, I know. But really – if there were something a person could do that is more valuable, that contributes more directly to the team and to the results you’re trying to accomplish, why on Earth would you want them in your meeting where they are less productive?

So how do you make sure a meeting is a good use of time?

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10 Signs That is Time to Change Your Job

“by Karaoulanis Andreas,”

There are times, when one has to take her next step. And I mean in everything. In a relationship, in life in general, in the way she is thinking and definitely in her job. Job is a vital part of everybody’s life and just because nothing is forever, in the same way you end a relationship, sometimes you have to end your job “relationship”. Maybe is not good, but be careful, as everything in this life has its own risks, sometimes, staying in a bad relationship/job can create more risks than go away from it. It depends on many things.
But how you can understand that is the time for you to make the next step in your career and change your job?

You are not willing to get up in the morning and go to your work. This is one of the worst scenarios. “Not again 07:30”, “where am I going again?..” are some of the questions you might think every morning. This is not a good sign.

You counting the hours to get back home. “Two hours left” etc. You can’t stop looking at your watch. This is not good for both the company and the employee because has a bad effect in both of them. This is not a good sign either.

You don’t care about what customers want or need, although you may understand that this is not the right thing to do. “Oh, leave me alone. Who cares about what you want. Just finish and leave me alone..” This is a very bad case for your company. It is when your company needs to ask itself, what have I done to make this guy feel and treat this way?? Not a good sign either..

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The Top 10 Ways Leaders Bust Trust

“article courtesy of”

Irresponsible, unreliable, and undependable make for great words in a song, but if those adjectives describe your leadership style then chances are your people don’t trust you.

Now, I believe most people strive to be honorable and trustworthy in their leadership roles. There aren’t too many people who wake up in the morning and on their way into the office exclaim to themselves, “I think today is a fabulous day to break someone’s trust!” Most leaders unintentionally erode trust through what I call “trust busting” behaviors. Despite our best intentions, we sometimes get in our own way and bust trust without even realizing it.

I did a little crowd-sourcing with my team and asked them to send me a list of the most common trust-busting behaviors they’ve experienced from leaders in their career. The wisdom of the crowd was amazing! The behaviors on their lists were eerily similar. In classic David Letterman style, here’s the list of the Top 10 Ways Leaders Bust Trust:

10. Spinning the truth – Leaders erode trust when they try to shape or color the truth to their liking rather than being transparent and authentic in their communication. Spinning the truth is manipulation, just in a more socially acceptable manner, but it’s manipulation nonetheless. Save spin for the gym, not the workplace.

9. Not being available – If your schedule has you constantly booked in meetings and unavailable to the questions or concerns of your team members, you are sending the message that you don’t care about them. That may not be how you really feel, but it’s the message that’s being sent. Your schedule is a reflection of your values and priorities, so be sure to build in time for regular check-in meetings with your team members or just blocks of time where people can drop in for quick questions.

8. Not soliciting or listening to feedback – Believe it or not, your team members probably have pretty good ideas about how to improve your business if you’ll only ask. And if you do ask, make sure you do something with their feedback. Asking for feedback and then disregarding it erodes trust more than not asking for it at all.

7. Withholding information – Why do leaders withhold information? It’s because information is power and power is control. Most people think distrust is the opposite of trust. It’s not. Control is the opposite of trust. If you’re withholding information it’s likely because you’re trying to control your environment and the people around you. People without information cannot act responsibly, but people with information are compelled to act responsibly.

6. Taking credit for other people’s work – Leaders can easily fall into the habit of taking credit for work of their team members. Because it is work produced by their team, the leader rationalizes that it’s OK to take credit for it personally. Trustworthy leaders do the opposite. They call out the good performance of team members and credit those individuals for doing the work. Taking credit for the work of others is another form of plagiarizing. It sends the message to your team members that you don’t value their work and it’s more important for your ego to get credit than giving it to someone else.

5. Not keeping confidences – Integrity is the hallmark of trustworthy leaders. If someone tells you something in confidence then it should never be shared with someone else. Gossip, hallway conversations, or speaking “manager to manager” about something told to you in confidence should not happen. Above all, you should protect your integrity as a leader. At the end of the day it’s the only thing you have.

4. Playing favorites – Want to erode trust and divide your team from within? Then play favorites and watch your team burn. It’s a recipe for disaster. Now, treating people fairly doesn’t mean you have to treat everyone the same. Most leaders resort to this leadership tactic because it’s the easiest thing to do. In reality, it can be the most unfair thing you do. Aristotle said, “There is nothing so unequal as the equal treatment of unequals.” They key to fairness is treating people equitably and ethically given their unique situation.

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Five Common 'Fibs' Told by Job Applicants 

“by Lester S. Rosen,”

Every job applicant has the right to put their best foot forward and to accentuate the positive. However, when such efforts cross the line into fabrication and fantasy, employers need to be concerned. Based upon many years of performing background checks, here are five common “fibs” told by job applicants during the hiring process:

1.Employment Inflation: Applicants give themselves a promotion in position by claiming an inflated job title or responsibility. An applicant may enhance a previous job from an assistant position to a management job, even though they never supervised anyone.

2.Covering up Employment Gaps: Unexplained employment gaps are critical for employers. Without knowing where someone has been, it makes it harder to perform criminal checks and opens the possibility that an applicant may in fact have been in custody for a criminal offense. Stretching out job dates to cover up gaps in employment is a big problem.

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