Im part of a mass layoff. What rights do I have

Im part of a mass layoff. What rights do I have I saw this QA on The Globe and Mail and thought Id respond here.  Original article:  I’m part of a mass layoff. What rights do I have? What rights do you have? You have the right to move on. I give you permission to move on.  Unless you are in a unique situation, a lawsuit is probably not going to get you anywhere, except a few thousands of dollars poorer, and hundreds of hours down the drain. I have no experience in this, its just what Ive gathered over the years. You have the right to move on. Dont stew over how unjust it was that YOU got laid off.  Whether you were the rainmaker who made millions of dollars for the company in sales, or the brilliant RD person who designed the product that made billions of dollars for the company, its over.  Your agreement, if you will, was that you would go to work, do stuff, and get paid to do it.  Unless you had ownership in the company, thats really the extent of it.  Join the club of the many thousands (millions?) of people who made someone else rich and didnt get more than a thank you printed on a pink piece of paper. You have the right to move on.  Yes, your severance sucks (if you even have one). This is probably justified by how the company structures their finances/bankrupcy if there is a mass layoff, its because there are problems.  Sometimes, even though they still have cash, they can structure things in such a way that lets them start over but part of starting over is cutting things and people and contracts and vendors and debtors.  You just happen to be one of the things they dont want around when they start over.  Looking for a piece of the action?  There is no action. Know of the fraud and deceit, and want to expose it?  Get a blog and write what you know.   But as far as getting a cash payout its probably better to just move on. You have the right to move on.  Its time to take care of Numero Uno (which is YOU and your family/dependents).  For years you spent your time taking care of your company, your customers, your products, your domain/jurisdiction, and neglecting YOURSELF.  Thats what I did and when I was out on my own I found I was a decrepit, neglected soul.  Actually, I was quite rich in relationships and life, but as far as my career health, I was chronically ill and ill-prepared.  It would take years of healing.  Start that healing now, and dont ever neglect your career health again. You have the right to move on. If you are a little older, you probably grew up thinking a career was this thing where you had maybe two or three jobs over a thirty or forty year span, and then retired at a fairly comfortable level, probably travelling a bit, enjoying the finer things of life, etc.  I need you to move on from this mentality.  Maybe those days will come back (some argue that the economic cycle will put us back at a point where companies do indeed value long-term employees), but for now we need to MOVE ON.  Think more about how you add value to any given industry, or a group of companies.  Think about what you can do so companies will say I need you to solve this problem!  And then realize that you solving a problem doesnt constitute marrying the company it is simply an engagement to solve the problem.  And then you will very likely be allowed (invited, asked, forced) to move on to the next problem at some other company.  What used to be Job Security, where the c ompany had all the power, has shifted to what I call income security, where YOU have more control over what you do, how you prepare, where you go, how you bring income into your household, etc.  Shifting power to yourself vs. allowing others to have all power over your job/career/income is so freeing! You have the right to move on.  Let me say that you can and maybe should whine and mope around for a little while but not too long. Dont let it get to toxic.  Put a limit on how long and how deep you go, and then allow yourself to move on.  That means that, for the most part, you stop the pity party and get to work.  Allow yourself to be human, but dont wallow in destructive thinking or behavior.  You dont have time to wallow.  You need to start working on YOU, your relationships, your branding, etc. Im no lawyer.  Im no expert in what you are entitled to.  But having gone through this, and watching/helping people go through this over the last 9 years, I know a thing or two about what rights you have. You have the right to move on!  And not even look in the rear view mirror! Im part of a mass layoff. What rights do I have I saw this QA on The Globe and Mail and thought Id respond here.  Original article:  I’m part of a mass layoff. What rights do I have? What rights do you have? You have the right to move on. I give you permission to move on.  Unless you are in a unique situation, a lawsuit is probably not going to get you anywhere, except a few thousands of dollars poorer, and hundreds of hours down the drain. I have no experience in this, its just what Ive gathered over the years. You have the right to move on. Dont stew over how unjust it was that YOU got laid off.  Whether you were the rainmaker who made millions of dollars for the company in sales, or the brilliant RD person who designed the product that made billions of dollars for the company, its over.  Your agreement, if you will, was that you would go to work, do stuff, and get paid to do it.  Unless you had ownership in the company, thats really the extent of it.  Join the club of the many thousands (millions?) of people who made someone else rich and didnt get more than a thank you printed on a pink piece of paper. You have the right to move on.  Yes, your severance sucks (if you even have one). This is probably justified by how the company structures their finances/bankrupcy if there is a mass layoff, its because there are problems.  Sometimes, even though they still have cash, they can structure things in such a way that lets them start over but part of starting over is cutting things and people and contracts and vendors and debtors.  You just happen to be one of the things they dont want around when they start over.  Looking for a piece of the action?  There is no action. Know of the fraud and deceit, and want to expose it?  Get a blog and write what you know.   But as far as getting a cash payout its probably better to just move on. You have the right to move on.  Its time to take care of Numero Uno (which is YOU and your family/dependents).  For years you spent your time taking care of your company, your customers, your products, your domain/jurisdiction, and neglecting YOURSELF.  Thats what I did and when I was out on my own I found I was a decrepit, neglected soul.  Actually, I was quite rich in relationships and life, but as far as my career health, I was chronically ill and ill-prepared.  It would take years of healing.  Start that healing now, and dont ever neglect your career health again. You have the right to move on. If you are a little older, you probably grew up thinking a career was this thing where you had maybe two or three jobs over a thirty or forty year span, and then retired at a fairly comfortable level, probably travelling a bit, enjoying the finer things of life, etc.  I need you to move on from this mentality.  Maybe those days will come back (some argue that the economic cycle will put us back at a point where companies do indeed value long-term employees), but for now we need to MOVE ON.  Think more about how you add value to any given industry, or a group of companies.  Think about what you can do so companies will say I need you to solve this problem!  And then realize that you solving a problem doesnt constitute marrying the company it is simply an engagement to solve the problem.  And then you will very likely be allowed (invited, asked, forced) to move on to the next problem at some other company.  What used to be Job Security, where the c ompany had all the power, has shifted to what I call income security, where YOU have more control over what you do, how you prepare, where you go, how you bring income into your household, etc.  Shifting power to yourself vs. allowing others to have all power over your job/career/income is so freeing! You have the right to move on.  Let me say that you can and maybe should whine and mope around for a little while but not too long. Dont let it get to toxic.  Put a limit on how long and how deep you go, and then allow yourself to move on.  That means that, for the most part, you stop the pity party and get to work.  Allow yourself to be human, but dont wallow in destructive thinking or behavior.  You dont have time to wallow.  You need to start working on YOU, your relationships, your branding, etc. Im no lawyer.  Im no expert in what you are entitled to.  But having gone through this, and watching/helping people go through this over the last 9 years, I know a thing or two about what rights you have. You have the right to move on!  And not even look in the rear view mirror!

How to Manage Your Credit Card Bills

How to Manage Your Credit Card Bills Credit cards are east to mismanage; with money available at your fingertips, you can easily find yourself into overwhelming debt with these high-interest, easily-acquired financing options. If you’ve got credit card bills piling up, you’ll want to get them under control before they affect not only your monthly finances but also your credit score and your chances of acquiring credit in the future. Here’s how to better manage your credit card bills, so you don’t end up drowning in debt.  Control Spending  The first step to managing your credit cards is to work to discipline yourself when it comes to personal spending. This is, of course, easier said than done; but by following some these helpful tips, you can curb spending and get your finances back under control. One good tip to remember is to not take your credit card with you if you’re just going out to get groceries or a few items. It can be incredibly easy to get pulled into the trap of impulse spending if you know that you’ve got a few thousand dollars available at your fingertips. Leave your card at home if you know you’re going somewhere that you often spend extra money at. The less you expose yourself to possible impulse buys, the less likely you are to fall into the temptation. Avoid those stores you know you can’t resist. If you leave your card at home, you’re going to be less inclined to use that funding in the heat of the moment. Set a Monthly Budget  A monthly budget can help streamline finances by identifying expenses, income, and the gaps between the two. You may just be surprised by what you find when you create a monthly budget. Those credit card bills might account for a large portion of your expenditure; costing you hundreds or even thousands per month. Setting up a monthly budget can be as simple as sitting down with a bank statement, pen and paper, and creating an expense list. From there, identify all of your income sources. Now, add the two up, and subtract the expenses from your income. How much do you have leftover at the end of the month? What percentage of your expenses do your credit cards account for? 20%? 50%? If this number is higher than you’d like it to be, it’s time to put a cap on your credit card spending. When you create your budget, create a “ceiling” for your variable expenses (expenses that change month-to-month, like credit cards). This ceiling will act as a hard limit for certain expenses. If you’re spending thousands per month on your credit cards, set a limit of just a few hundred dollars to start with. This will require discipline, but if you succeed, you’ll see the effects of such practices in the first month. Financial advisors are an excellent resource for setting up a monthly budget. With expertise in the area of finance, these experts can offer advice on how to better allocate your income and minimize expenses.   And you can find a reputable one almost anywhere in the world.   For example, visit Careful Cents to compare the best financial advisors in San Antonio.  Choose a Card With Lower Interest Rates  Part of the cost of utilizing credit cards is the APR, or annual percentage rate. This interest rate can make your purchases even more costly. When you borrow money, you’re paying a percentage of what you borrow as the cost for borrowing that amount; and on your credit card statements, this amount is charged on a monthly basis. Credit card APR’s will vary according to the card, provider, and your credit score and history as the borrower. Some credit cards can be as low as 10-15% APR, while others can reach as much as 35%. It’s important to consider the true cost of what you’re purchasing. Don’t forget about the interest rate. If your interest rate is too high, you can always apply for different cards with better rates. This should help you control your spending and minimize credit card expenses.  Improve Your Credit Score/History  The best way to get access to better credit card rates is to improve your credit score and payment history. If you have a history of late or defaulted payments, it’s time to address them by paying on time going forward. Late payments can be reported to the credit bureaus and can have a much bigger impact on your score than you may think. This is where it’s important to not borrow more than you can reasonably afford to pay back. Any time you borrow money, you’re taking a risk, but borrowing too much drastically increases that risk. A good habit to get into is to only apply for a credit card if you can afford twice what the monthly minimum will be. This not only ensures you’ll pay your balances off quicker, but also that you’ll avoid late fees and you’ll have a buffer zone should a financial mishap occur and you can only afford a minimum payment.  Always Pay on Time This cannot be stressed enough. One of the biggest factors in credit card debt is the late fees. Late fees can be as much as $50, adding even more to the amount you missed on your statement. If your minimum payment was $35, and you were late, you’ll now owe somewhere between $60 and $80 as a minimum. That’s not including the interest rate! Always pay on time. Late payments can only serve to set you behind, both in terms of building your credit score and history, and your financial obligations. Conclusion  Credit cards can be a great financial resource when managed properly. They can build your credit score and history, and grant you additional financial resources that you can tap into for emergencies or personal spending. Be sure to keep credit card spending on track to avoid joining the millions of Americans already in credit card debt. Remember to discipline yourself and your spending and avoid those places where you tend to impulse buy.  

What is the Best Employee Wellness Program

What is the Best Employee Wellness Program Im sure if you ask any company who run an employee wellness program they will claim the one they offer is the best. After all, they want to ensure their employees are well looked after so no doubt they will try to incorporate everything to make that possible. But is it possible to provide a one-size-fits-all approach when it comes to delivering the best wellness program or are the best ones the ones that cater to an individuals needs? Our 10 corporate wellness experts give us their thoughts on what they think is the best way to deliver the ultimate employee wellness program. Shaun Bradley It is important that wellness is part of the overall business strategy and culture, sitting in parallel with what the company expects from employees in terms of performance goals. The best employee wellness programme is one that caters the full spectrum of employee wellbeing. It should be holistic, tailored and adaptable. We often associate wellbeing with preventing the problems associated with the physiological and mental/emotional aspects of wellness, forgetting that there are many things that can be positive and preventative. Healthy nutrition, anti-smoking, exercise and taking regular breaks are examples of where employees can positively impact their own wellbeing.   Shaun Bradley, Director of People at  Perkbox. Alaana Linney There’s no silver bullet when it comes to employee wellness, so employers must take a holistic approach which encompasses physical, mental and financial health. All three have can a serious impact on a person’s wellbeing and ability to do their job. A programme which offers employees access to private healthcare when health issues arise, subsidised gym memberships to support active lifestyles, flexible working to promote a good work/life balance, educational workshops on a range of topics such as emotional resilience, financial security and nutrition, will support total wellbeing. Alaana Linney, Director of Business Development at Nuffield Health. Jill King We  can’t help but  be biased. We  believe we offer the best-in-class employee wellbeing solutions.  We offer a  mobile first platform  that  delivers a personalised user experience  and  utilises gamification to engage users in building habits that  make  meaningful and measurable change across individuals and the businesses they serve.  The key to building  better and sustainable  habits is taking small steps, every day. Our technology, and the experience we provide, makes that fun and easy to do.  Members  are  able to  connect and share  with colleagues, competing in challenges, watching their progress and seeing results. Jill King,  Director of International Markets at VirginPulse. Sam Fromson Start by thinking about what you want to achieve in terms of happy, healthy and energised people.   It’s likely to involve changing behaviours so consider the blockers your people face.   They’re things like, not knowing where to start, cost, and lack of time and motivation.   A good wellness program addresses these blockers, by making it easier and cheaper to be healthy and by keeping your people motivated.   A focus on the 4 pillars of health; relax, eat move and sleep will help your people understand the relationship between mental and physical wellbeing.   It’s more inclusive and most likely to deliver positive results for everyone. Sam Fromson, Co-founder of Yulife UK. Liz Walker Top-notch programmes prioritise the mental and financial health of employees just as much as physical health; and include both proactive and reactive elements. For example, many employers offer proactive mental health support for employees by training employees how to protect their own mental health, while also learning how to spot the signs of a colleague in distress. Another first line of defence is providing employees access to EAPs so they can seek help on their own terms. If an employee is unwell, employers should work reactively on practical solutions, like flexible work schedules. The best programmes also use data to measure effectiveness and spot opportunities for improvement. Liz Walker, HR Director, Unum UK. Nick Patel Many employers have a diverse workforce.   The best way to address the uniqueness of each employee is to deliver a wellness program that supports a variety of technologies and allows employees to choose what makes the most sense for them.   Through a wide array of options, employers provide the resources and tools to address the needs of all individuals. Nick Patel, CEO of Wellable. Sammy Courtright What we’ve learned is that the best employee wellness program is the one that handles all aspects of design, management, and execution, from top to bottom. Unfortunately, most wellness companies are not a one-stop shop. Maybe they specialize in yoga classes or stress management workshop, but they don’t offer technology or personalized options, both of which are crucial to long-term success. You also need a wellness program that’s designed and implemented by an external organization, not an internal staff member from your HR or ops teams who already has a full load of work on their plate. Finally, another crucial aspect of wellness programs is having the proper technology to track engagement. Creating a wellness program without a way to track results or participation is, essentially, pointless. Just like any other aspect of business, health and wellness programs need to be well-organized and monitored, and data is necessary for the continued success over time. Sammy Courtright, Founder and CEO of Fitspot Wellness. Ruth Tongue There is no such thing as one best employee wellness programme as the most important thing is that it is tailored to the needs, culture and values of the company. At Elevate we work closely with different teams to ensure that our approach is really meeting people where theyre at and offering them what they need in an engaging and motivating way a weekly fruit bowl is not enough! Ruth Tongue, Co-founder of Elevate. Joe Gaunt Wellness programmes must stem from a well thought out and measured strategy.  The programme must allow for personalisation both in and out of work and cover a broad spectrum of factors such as sleep, financial health and mental resilience.  Gone are the days of simply offering a free gym membership to staff.   A successful organisation will go on a journey with their teams, which will see education, information sharing, recognition and reward as part of the strategy.  Encouraging shareability of results and activity will really help aid programmes.   Studies have shown that sharing your progress and success can help you achieve your goals.   A weight-loss study by Weilos (a social media platform) found that people who posted progress photos showing their weight-loss lost 1.2lbs a week compared to 0.27 lbs lost by the people who didn’t. Joe Gaunt, CEO of Hero Wellbeing. Lucy Tallick Without repeating myself, the best employee wellbeing programmes are those that align to the company values, that cater for all walks of life and that are simple and easy to participate in allowing a large percentage of your workforce to utilise when they need to. You cannot force your employees into a healthier way of life, this decision will always be a personal one. What you can do is have the tools and options available to them when they are ready and make their own decision to a road to better health. Lucy Tallick, Head of Wellbeing at Reward Gateway. Ruth Tongue There is no such thing as one best employee wellness programme as the most important thing is that it is tailored to the needs, culture and values of the company. At Elevate we work closely with different teams to ensure that our approach is really meeting people where theyre at and offering them what they need in an engaging and motivating way a weekly fruit bowl is not enough! Ruth Tongue, Co-founder of Elevate.

Purchase Your Domain Name To Secure Your Personal Brand - Personal Branding Blog - Stand Out In Your Career

Purchase Your Domain Name To Secure Your Personal Brand - Personal Branding Blog - Stand Out In Your Career Get Your Domain Name or Lose I tell people all the time to purchase theirname.com, but few still take the initiative. You need to secure your eBrand these days or it will come back to bite you. There are billions of people in this world and many share the same name (John Smith, etc). This means that once an alarm goes off in their head, they will purchase their domain name ahead of the others. When this happens, they get placed first in Google and have protected their reputation. Everyone else, has to find creative domain name strategies that STILL wont be as strong in search engines. Listen, there are people who are in the personal brand domain name business as we speak. These people are viewing a lot of us that are becoming ever more popular in the social media front. They will buy our names and then sell it back to us when we have a large audience and become celebrities. Do you really want to spend $50,000 to claim your domain 5 years from now? If you do, then tell me your name and Ill sell it to you. Are you still not convinced? You asked for it! (Case Study) Shel Israel is one of the most prominent bloggers on the internet. He co-authored Naked Conversations with Robert Scoble and was a trusted advisor for many startups that needed strategic communications help. Currently, he is the host of Global Neighbourhoods on FastCompany.tv, which covers enterprise and trends in social media. ShelIsrael.com. Now your saying to yourself Shel must have bought his own domain because he is very web savvy and has been in this space for years. Shel has been building his personal brand for a while now, starting with the book and his blog and now FastCompany, but he never secured his eBrand. His super stardom came with haste and he disregarded that he would become a larger target to people who either disliked his brand or his content. I really like Shel, but we must learn from this mistake. Reputation DISASTER. As your brand grows, more people are attracted to it, in a positive or negative way. If you have no disbelievers then you havent succeeded at a high enough level. Loren Feldman discovered that Shel didnt register www.shelisrael.com and quickly purchased it for less than $10 (No excuses people). Loren created an entire website that makes fun of Shel, with podcasts, where there is a puppet interviewing tech gurus. You ask why would he waste his time doing all of this? Simple, its because Shel already has a large audience and there are more people like him who arent keen on the Shel Brand. Hes been receiving over 10K hits because hes tapped into whats already popular (Shel). The podcasts are somewhat funny if youve ever met Shel, skimmed his blog posts or watched his podcasts, but obviously I dont think Loren is very ethical. Update: If you Google Shel Israel, his domain is already #10! Call to Arms. Please (Im begging you) purchase your domain name right now. Visit Godaddy.com and on the top part of the screen type your first and last name (no spaces) and conduct a search. With the promo-code OYH3 you can receive your name for only $6.95 (I dont work for Godaddy). If its taken, try .net first and then .org. If everything is taken, then do what John Moore did and purchase your full name, including your middle name. Are You Not Convinced Yet? Then Watch This Podcast! [youtube=http://www.youtube.com/watch?v=pw_HIUBoQ5o]

Executive Resume Writing at Atlanta Georgia Schools

Executive Resume Writing at Atlanta Georgia SchoolsYou might have your own opinion of executive resume writing Atlanta, GA. This city is home to several major corporations and more than a few top-level executive positions. While the work force of Atlanta itself is large, it is the region that surrounds it that is the heart of the city's corporate strength. If you are one of the many executives seeking employment in this area, the same basic resources that are available elsewhere are also available in Atlanta, GA.There are a number of newspapers and magazines in Atlanta, GA. The Atlanta Journal-Constitution is the largest and best known of these. It is also the paper that has traditionally published executive resume writing Atlanta ga. In addition to its primary weekly newspaper, The Atlanta Journal-Constitution publishes more than three hundred magazines and daily news and features. If you wish to be in this publication, you must register.Resumes can be mailed or faxed or emailed. If you choose the former, make sure to indicate clearly where your resume is being sent and how often it will be updated. Also, make sure to send a copy to the publication's Executive Recruiter, which maintains an extensive directory of applicants in the Atlanta, GA area.Newspapers in the Atlanta, GA area usually have online versions of their publications. The Atlanta Journal-Constitution website hosts a searchable directory of current positions that has links to the company's main business site. You should also consider submitting your resume to the newspaper on the Internet, where you can easily store your documents and send them electronically. Of course, the newspaper will not return your resume unless you meet the company's qualifications.Online publications for news and information about the Atlanta, GA area include Atlanta's Report, Atlanta Business Chronicle, Atlanta Atlas, Atlanta Chronicle, Atlanta Newspapers, and others. If you're looking for an online publication that focu ses on the corporate sector, you might try Atlanta Atlas. Here, you can also find job openings within the area's various corporations. The Atlanta Bulletin is another online publication that might be a good choice if you are looking for a solid business newspaper, and you are in the market for an executive resume writing Atlanta GA.Listing all the newspapers you can think of, is not the only thing you need to do when embarking on a job search. The biggest thing you can do is to look for people who can coach you on the executive resume writing Atlanta GA area. If you've never written a resume before, you can take a class, get some guidance, or attend a workshop. You can also hire someone to teach you to write resumes, as you would a book on any other topic. Whatever you decide, make sure you choose someone who can help you do so.Of course, if you are interested in executive resume writing Atlanta, GA, you should also hire a professional to work for you. The type of person you will hi re depends on your needs and budget. If you are looking for someone who can teach you the ins and outs of the executive resume writing Atlanta GA area, consider a professional coach. You can hire one online, or find one through your professional networking circle. A coach is probably best, but a freelance writer is good, too.You can find some good sources for hiring a coach, especially if you know a person who has previously written executive resume Atlanta GA, by asking friends and acquaintances. If you do not have anyone who knows anyone, you can hire a coach through a professional network that handles people in the business of executive resume writing Atlanta GA.

5 Reasons to Implement a Cloud-Based HR System with Your Business - Margaret Buj - Interview Coach

5 Reasons to Implement a Cloud-Based HR System with Your Business These days, an increasing number of businesses across all industries have started implementing cloud-based HR solutions because of how beneficial they can be. If you want your business to run as efficiently as possible, it is very important that you look into these systems and everything they have to offer. The HR department of a company is responsible for managing a lot of important things, so you will, therefore, want the very best solutions. 1.         Easy Access to Information One of the best reasons that you should think about making the switch to a cloud-based HR system is that doing so will remove the need to use paper, which in turn will make it much easier to access the data you need at any given moment. You will no longer have to worry about spending a lot of time searching for information, as it will all be stored in the cloud for maximum convenience. 2.         Increased Productivity A cloud-based HR system will also make your employees a lot more productive and efficient at their jobs on a regular basis, particularly the managers. There is no question that your employees are going to be much happier and more efficient when they are able to pull the information they need, quickly and easily. 3.         Better Recruiting Another commonly overlooked benefit of cloud based HR systems is that they can really help with recruiting new employees. If you want to find the best and the brightest professionals to work for you, it is important that you look into these systems because of how they can help you. A cloud-based management system can help you with everything from processing resumes to scheduling interviews for candidates. 4.         Solidify Your Brand Every business wants to have a solid brand and switching to a cloud-based HR system could do just that for yours. The more effective your recruitment is, the better your brand is going to appear to others. When you have a team of excellent employees, the overall image of your business will benefit in a huge way. 5.         Stay Compliant The automatic software updates that cloud-based HR systems offer will ensure that your company always stays compliant with any and all requirements and regulations. The last thing you want to do is run afoul of these regulations because it could end up costing you a lot of money. A cloud-based HR system will guarantee that all regulations are met. You will receive detailed reports, which will help you stay compliant. Considering the advanced reporting abilities of these systems, coming up with detailed and accurate reports has never been easier. This is just one of the ways in which your business will run more efficiently as a whole. If you want your business to do run as efficiently as possible so it can grow and thrive over the years, a cloud-based HR system is certainly a great investment worth considering. A lot of companies are using these systems because of their impressive technological capabilities.

What Is Your Sphere of Influence

What Is Your Sphere of Influence What Is Your Sphere of Influence? What Is Your Sphere of Influence? August 30, 2010 by Career Coach Sherri Thomas Leave a Comment Let’s start by looking at your sphere of influence. Picture three rings â€" one big, one medium, and one small. The three rings fit inside each other. You are represented by a single dot in the center. Each ring symbolizes a target audience. The ring closest to you symbolizes the people you connect with on a regular basis and know you fairly well. They can include your manager, co-workers, peers, clients, family, close friends, etc. They are people whom you associate with directly, who could impact your career. Conversely, you can influence their perceptions through your messages and actions. The medium-sized ring symbolizes others who may have some influence on your career. They are people you know, but may not see you on a regular basis. They could be managers from other departments, senior managers, past employers or clients, externals suppliers, or people whom you’ve met at professional associations, civic organizations, or trade shows. The big ring symbolizes your wish list â€" those whom you want to meet and add to your sphere of influence. Is there someone who impressed you, whom you would like to get to know? Write down her name. Is there someone you admire for his knowledge, skills or career success? Expand your mind to think big. I love what Donald Trump said, “If you’re going to be thinking anyway, you might as well think big.”