Wednesday, April 11, 2012

Happiness Is As Happiness Does

Just received this message from my Financial Planner and thought I would share:


DON’T WORRY, BE HAPPY is apparently more than just a cliché. Research over the past 10 years shows there is a direct link between happiness and business outcomes. Author and researcher Shawn Achor says “happiness” raises sales by 37 percent, productivity by 31 percent, and accuracy on tasks by 19 percent. He goes on to say, “The single greatest advantage in the modern economy is a happy and engaged workforce,” (CNN.com, March 19, 2012).

So, how do you become happy at work?



Achor says you have to train yourself and start developing new, positive habits. For example, he challenges his clients to implement one of the following positive exercises everyday for 21 days.



·         Write down three new things you are grateful for each day.

·         Write for two minutes a day describing one positive experience you had over the past 24 hours.

·         Exercise for 10 minutes a day.

·         Meditate for two minutes, focusing on your breath going in and out.

·         Write one quick e-mail first thing in the morning thanking or praising someone in your social support network (family member, friend, old teacher).



By following one of these exercises, Achor says your happiness will rise and so will your business success.



The tiny Himalayan country of Bhutan has taken this idea of happiness even further. Four years ago, the country launched a “gross national happiness” measure to guide public policy. According to The Guardian, Bhutan’s “constitution mandates that at least 60% of the country remains under forest cover in perpetuity and its stated policy is to be 100% organic in its agricultural production,” (March 29, 2012).



Now, Bhutan’s definition of happiness is a little different than our typical Western definition. The Bhutan government says, “it refers to the deep, abiding happiness that comes from living life in full harmony with the natural world, with our communities and fellow beings, and with our culture and spiritual heritage, in short, from feeling totally connected with our world.”

Well, no matter how you define it, it looks like it “pays” to be “happy.”



Weekly Focus – Think About It

“Rules for Happiness: something to do, someone to love, something to hope for.”

--Immanuel Kant, German philosopher


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Tuesday, April 10, 2012

AIS is Gold 3x Over

AIS has picked up another Gold competency – Web Development. We are now Gold in Web Development, Software Development, Portals and Collaboration and a member of the Cloud Accelerate program (the highest level for that competency). 

Thursday, March 22, 2012

Recruiting's Bad Rep

So, the following situation is something that I have seen happen with some frequency:
Recruiter approaches a group of acquaintances at a networking event and is introduced to those he does not know.  Part of the introduction is a reference to title/profession in which the reaction is “Oh…you’re one of those (rolling of eyes)…Recruiter then laughs it off and proceeds with pleasantries.  

Another situation: Recruiter is at a meeting and is networking.  Recruiter is introduced to an attendee  who then says “You’re a pimp?”

Could be taken as a joke, but REALLY?!?

People must have some supremely disheartening experiences with Recruiters to warrant such reactions.  There are folks out there that do not want to interact with recruiters at all!?!  Even when they’re interested in a company or potential opportunity – I would say that intrinsically makes the interview process more difficult.  Recruiters are not always welcome at professional events or groups on LinkedIn (no matter how relevant the group is; example: corporate alumni group).  Just because I go to an event, doesn’t mean that I automatically view you as “prey” or that I will relentlessly proposition you about working for my company.  Come on now!  Professional Recruiters are certainly smarter and more strategic than that.  We keep our eyes open, but generally conduct ourselves with a sense of decorum.

In my opinion, the actions of some have really put a bad taste in the mouths of many, which is really sad.  A great Recruiter is an advocate, a mediator, a champion for your cause, a counselor, and can help you progress in your career.  This is the fashion in which I and my teammates strive towards.  I know I am not perfect.  Sometimes things fall through the cracks, but I have good intentions. I like to “hunt”, but it’s not to thwart, take advantage or lead anyone astray.  For me, the thrill of the hunt is to find exceptional talent and to have them join a company that I passionately believe in.  As an organization, we understand that our employees are our greatest asset.  I want people to join our community and I want to hire “A” players whenever possible.  For me, it isn’t about hitting a number or filling a seat.  It’s about making a match and providing an opportunity! 

Obviously, there are some bad apples out there.  There are Recruiters that pay little attention to what they're doing – it’s just a numbers game for them.  I, personally, have received ridiculous messages from Recruiters in the past.  I have been offered opportunities to do .NET development.  Hmmm…I scratch my head with that one.  So, because I have .NET in my LinkedIn profile, that qualifies me to do .NET development?  That’s really interesting!  Hold yourself to a higher standard.  Try putting some effort into what you do.  Do a little research on your prospects.  Let’s work to rectify the reputation of this profession (reputation is *everything*).  Recruiting is challenging enough without the negative sentiment thrown our direction with such gusto.  I can tell you there are easier ways to make a living so be mindful of how you represent and “honor” what so many hardworking professionals do.  It would be wise to keep in mind that people take notice of how they are treated and people like to share their personal experiences (in many different ways J).

Tuesday, October 18, 2011

First Annual CMAP GiveCamp

This weekend (October 21st - October 23rd, 2011) is the first annual CMAP GiveCamp to take place at UMBC's Information and Engineering Building. This event begins on Friday, October 21, 2011 at 5:00 p.m. What is GiveCamp - it's an opportunity for the local technical community to “code for charity”. It is a weekend-long event where software developers, designers, and database administrators donate their time to create custom software for non-profit organizations. Since its inception in 2007, the National GiveCamp program has provided benefits to over 150 charities, with a value of developer and designer time exceeding $1,000,000 in services!

This is CMAP's entree' into planning and holding this event and it's the first GiveCamp to take place in the Baltimore region. I am on the board of CMAP and I am very proud to be involved with this event in which nearly 25 local charities are participating. So much hard work has gone into this and I can't wait to see the results. I am also proud to state that AIS, my employer, is supporting this event.

Thursday, June 23, 2011

Wednesday, February 16, 2011

How Would You Decide?

I have recently read several articles and blogs about what's important to a candidate when they are considering a new position. Obviously, each candidate has a unique set of circumstances and their own decision-making criteria, but the general categories are "relationships", "work/life balance", "type of work", "company" and "financial considerations".

With each general category, there are subfactors:

Relationships (sample list below)
1.) Who would you report to?
2.) What are the peer to peer dynamics?
3.) Who reports to you?
4.) Are you working within a team?

Work/Life Balance (sample list below)
1.) How many hours a week are you expected to work?
2.) Are you expected to participate in after-hours work events?
3.) Is there a travel component?
2.) What are the commuting expectations?

Type of Work (sample list below)
1.) Will you have more responsibility?
2.) Is the work challenging?
3.) Are you learning new things?
4.) Is the work personally rewarding?

Company (sample list below)
1.) Company location
2.) Organizational culture
3.) Value proposition
4.) Future growth
5.) Prospects for career advancement
6.) Work environment

Financial Considerations (sample list below)
1.) Increase in salary
2.) Potential for incentives
3.) Overall benefits program
4.) Does the company "pay for performance"?

Generally, people look for job stretch. This means some combination of the following:

  • More responsibility
  • More money
  • Better benefits
  • More opportunity for career advancement
  • More challenging work

What's interesting, especially over the last couple of years, is that salary is typically not the most important factor. Of course, it is part of the decision, but it doesn't solely make the decision. If you could only use of these factors to make a career decision, which would it be? How would you decide?