Platinum Album Certification Explained

Platinum Album Certification ExplainedPlatinum Album Certification ExplainedAn album goes platinum once it has hit a certain number of sales. The exact number of album sales required to go platinum varies from country to country, depending on the population.In the United States, the Recording Industry Association of America (RIAA) certifies single and album sales. The association tracks singles and albums traktement in retail storesand those sold by mail order and other methods. Although other organizations track album sales, RIAA is the first entity to have done so and continues to be the only entity equipped to track 100 percent of an artists album sales. History of the RIAA Founded in the 1950s, the RIAA began certifying albums gold and made its first platinum certification, based on actual sales, in 1976. By 1992, each disc in a multi-disc platzdeckchen counted as one album toward platinum certification. Due to the radical changes in the way physical albums are manufactured- and changes in the way that consumers buy music due to technology trends- platinum album status varies, depending on when the certification was made. What Makes an Album Platinum In the United States, platinum certification means that an album has sold 1 1000000 copies or that a single has sold 2 million copies. The RIAA introduced multi-platinum certification in 1984 to acknowledge album sales higher than 1 million the association also offers diamond certification for albums selling 10 million copies or more. But the RIAA does not automatically certify music sales. Record labels that want the data for marketing purposes must request it from the association. To certify record sales, the RIAA conducts audits of physical albums sold from information included in the musicians royalty statement. Royalty statements include retail store and direct-to-consumer sales- such as mail-order catalogs- minus returns. Each country that collects data on album sales has its own platinum album cr iteria. Platinum Certification Accuracy Hype is a significant contributor to music sales, and adding a platinum certification to marketing and public relations materials can help a record label sell even more albums. In the late 1970s, labels latched onto platinum certifications based on mail orders, even when more than 50 percent of albums were returned. For greater accuracy, RIAA introduced the 30-day rule, which requires albums to be on sale for at least 30 days before the record label can seek certification. The fact that the association counts each disc in a multi-disc set also creates discrepancies- and questionable platinum status- among entities that count album sales, such as Nielsen SoundScan. Record labels seize the opportunity to build frenzy around higher sales, whether or not theyre accurate, as Sony did in 1995 with Michael Jacksons multi-disc album HIStory. The Lion King soundtrack also faced similar scrutiny for hype based on debatable platinum status. Crunch ing the Numbers No matter which way the RIAA gathers its data, it awards platinum status to English-language albums selling 1 million copies albums selling 2 million copies or more receive multi-platinum status. The RIAA also collects data on Spanish-language albums and awards platinum status to those selling 60,000 copies or more.Spanish-language albums need only sell 120,000 copies to receive multi-platinum status. As technology trends progressed, the RIAA began including digital downloads and streaming sound to determine platinum status in 2013. The association also counts video streams in the data it gathers to determine platinum status. In the digital age, 100 free streams count as one download sale toward certification.

Annual World Standards Day Highlights the Importance of Volunt...

Annual World Standards Day Highlights the Importance of Volunt... Annual World Standards Day Highlights the Importance of Volunt... Annual World Standards Day Highlights the Importance of Voluntary StandardsOn October 18, ASME will join with its fellow standards development organizations at the U.S. Celebration of World Standards Day an annual event that is intended to raise awareness of the importance of global standardization to the worlds economy during the American National Standards Institutes World Standards Week meeting in Washington, D.C. ASME is a Gold Sponsor of World Standards Week, which will be held from October 15 to 19, with many ASME volunteers and staff actively participating in the meetings activities.Established in 1970, World Standards Day recognizes the work of the thousands of professionals across the globe who develop voluntary standards through such organizations as ASME, the National Fire Protection Association, the International Association of Plumbing and Mechanical Officials, the Association for the Advancement of Medical Instrumentation, the International Code Council and the American Petroleum Institute.ASME would like to take this opportunity to thank the more than 4,700 dedicated ASME Standards Certification committee members throughout the world who have helped ASME remain a trusted leader in the development of voluntary consensus standards that enhance public safety, health and quality of life as well as untersttzungsangebot innovation, trade and competitiveness. ASME is indebted to the service of these committed individuals and honored to pay tribute to their contributions through the U.S. Celebration of World Standards Day.

How to Get a Job in the Music Industry

How to Get a Job in the Music IndustryHow to Get a Job in the Music IndustryDespite what some people may try to tell you, theres no magic bullet when it comes to getting a job in the music industry. In this day and age, the business is so large and complex, you may have trouble getting noticed. Your best shot at getting work in the music businessis to move to an area where the music industry is a major employer, like und ab die post Angeles, New York City, or Nashville. But if youre determined to make your mark in your hometown, in addition to hard work and hustle, there are a few ways you can increase your chances of being hired in the music business. Here are a few suggestions. Create aJob Many people get their start in the music industry just by doing their own thing. Lets say you want to be a agent. Dont wait around for a promotion company to hire you. Find some local musicians, arrange a few shows for them, do a good job of promoting them, and make connections with other loc al musicians who want the same treatment. From there, its your choice if you want to keep doing the indie thing or if you want to parlay your experience into a slot at a promotion company or with a more established individual promoter. And yes, this course of action can be repeated for just about any musical profession. Be Flexible So lets say in the above example, our promoter cant find any promotion work, and no one in town is playing any music he can convince people to buy a ticket to see. Maybe he should shift his focus somewhat. Perhaps theres a record store that needs a product buyer for the genre of music he knows the best. That might be his in.While working at the record store, he will get to know label reps and people from the local music scene. If theres no record store in your town, try finding venues clubs or concert halls where you could work the door, or tend bar. Music clubs are where the action really happens anyway, so any foot-in-the-door opportunity will intro duce you to people you want to make connections with. Get an Internship Some large music companies make internships available only to college students, but others are open to all applicants dont assume your chances are over if youve graduated or are no longer in school. Another method that works especially well with indie music companies is to just approach them and offer your services. Some companies may have never thought about hiring an intern they may let you come by, make some coffee and stuff some envelopes just to observe what the biz is like. Work hard, pay attention, and this could be your big break. Job Listings Many music industry jobs are filled through word of mouth, but you can find out about openings and how to apply on company websites. If you can score a human resource persons name, see if she would grant you an exploratory interview at least. Since hard work and creativity are required to be successful in the music industry, its not surprising that those ve ry traits are required to get a foot in the door. Make contacts when- and wherever you can and never be too proud to get any kind of music industry experience or pass up any chance to study how the business works. While no guarantee youll land a job, taking these steps will only increase your chances of getting noticed by those who make hiring decisions.

5 Quick Fixes for Mobile-Friendly Recruiting

5 Quick Fixes for Mobile-Friendly Recruiting5 Quick Fixes for Mobile-Friendly RecruitingUnless youve been living under an internet blocking, media-free rock for the last few years, you probably realize the importance of mobile devices in nearly every aspect of daily life. From the ability to order food to be delivered to your home or office to watching the latest television show on your phone on the train ride home instead of while glued to the couch, processing of information via mobile devices is a staple in todays vermodern world.It only makes sense, then, that a mobile-friendly site for job applicants is mission critical for those looking to land the best and brightest employment talent. Regular readers will remember our recent delve into this topic in Four Surprising Truths About Mobile Recruiting, where we revealed the increasing number of Simply Hired web traffic generated from mobile devices. If you feel like youre lagging behind on the mobile game, or want to ensure you stac k up with user expectations, weve compiled a checklist of 5 quick fixes for mobile-friendly recruiting. Know Your AudienceEmployers looking to fill critical positions would be well served knowing the various demographics of those who use mobile fruchtwein frequently. Previously it would have been safe to assume that those accessing website via smartphones were younger, more tech savvy generations. That assumption in todays times would be wrong. Increasingly older and more experienced job-seekers are turning to the convenience and accessibility of mobile platforms meaning that regardless of your positions desired experience, mobile access is still important. There is some truth, however, in the notion that certain industries attract a higher number of mobile users. Its a given that anything tech related should be highly configured to allow accessibility from a variety of platforms. For less tech savvy positions, dont think youre safe to assume that mobile accessibility isnt important . Healthcare, transportation, and business and finance also attract mobile use. Utilize website traffic analytics to identify what percentage of users originate from mobile and prioritize from there. Prioritize Short-Term GoalsOn the topic of prioritization, if you find that your mobile accessibility is lacking it can often be daunting to think of a radical change to your company website, recruitment pages, and even email outreach. Simply Hired recommends taking a micro approach to bringing your business recruiting in line with the modern age. First, ensure that job listings are easily accessed via a mobile device. This will often take no more than a day or so of programming or formatting time and will allow you to connect with potential quality recruits. You may also want to consider outsourcing your listings to websites such as Simply Hired which are already fully mobile optimized.Next, its time to tackle your application process. Developing a fully mobile function application sys tem for recruits can take time but the effort will reap big rewards in the ability for candidates to easily apply on the go in between busy work schedules. With these two main tasks accomplished, make a list of priorities for recruiting via mobile and approach one at a time rather than in a scorched earth fashion. Be FoundA great mobile friendly website and application is only as good as its ability to attract quality candidates in the first place. With the advent of social media, professional networking sites, and industry specific blogs and forums its important for employers to get their listings out there in order to reel in top talent.Post, link, and cross deutsche post dhl job listings through outlets such as LinkedIn, Facebook, Twitter, and your companys own marketing and social media sites. In addition, consider listing your open positions on frequently visited job boards to ensure the widest possible net for applicants. Optimize SimplifyOne of the critical considerations wh en ensuring your recruitment process is up to mobile standards is simplicity and optimization. When developing a new platform, its important to test on a variety of technology and software diverse devices. Dont neglect the laptop experience in this regard either. Quality control is essential to any changes so take your time and get creative in accessing your own listings.Regardless of how accessible your listing may be on a certain device, if the application process or job listing itself is overly complication youre going to get the employment equivalent of TLDR (too long, didnt read for those of us not acronym inclined). Evaluate your application process with a critical eye to trimming the fat. Are there certain questions that are better addressed during the interview? How many clicks does it take to get to application submission? Does your process automatically pull information from uploaded resumes to prevent redundancy? Answer these questions to help make your application and re cruitment process as short and simple as possible for mobile job-seekers on the go. Identify Vendors with Mobile ExpertiseLast but not least, its important to remember that you dont have to go it alone in the mobile recruiting game. There are a host of software, platform, and even website development tools that are one click away from ensuring your application process is mobile friendly. Recruitment websites and services, such as those offered by SimplyHired.com offer a host of easily integratable solutions built into their application hosting services. Key elements to search out in a recruitment partner, regardless of name, will includeOne Click and Mobile Apply options that make it clear to candidates they can apply instantly to your open listing.Applicant tracking systems that are mobile friendlyPaths for easily uploading documents such as a resume, cover letter, or transcript direct from a mobile devicePlenty of reporting that will allow you to critically evaluate your listings and recruitment process for future improvementAt Simply Hired, were committed to helping employers and employees make lasting connections to build values and careers. Stay tuned for the next in our series of articles where we further delve into recruiting best practices in the mobile age and beyond.

The Indisputable Reality About Go Resume That No One Is Sharing With You

The Indisputable Reality About Go Resume That No One Is Sharing With You Things You Wont Like About Go Resume and Things You Will Sometimes you still have to acquire some skills before getting to that top company that you dream about. For each resume you send out, you are going to want to highlight only the accomplishments and techniques which are most relevant to the job at hand (even if this indicates that you dont incorporate all your experience). In spite of no experience, you still ought to show experience. You dont require experience to get achievements. The Honest to Goodness Truth on Go Resume There are several such programs out there. Its also best to remember that Smart Resume lets you automatically fast forward through ad breaks. Additional security checks may be required for a higher-level clearance. Share what it is you are doing and allow them to know how passionate youre about it. Whenever your resume is updated on a normal basis, youre all set to pounce when opportunity presents itself. Dont waste any gelegenheit to find out more. Actually, you ought to know that plenty of companies these days are using Applicant Tracking Systems to help them screen resumes and get the best candidates. You also have to identify whether youve ever worked for the federal government and whether you meet the requirements for veterans preference. 1 advantage for employers to internet resumes is the substantial cost saving in contrast to traditional hiring methods. We are going to direct you through the procedure, which means you can construct an impressive resume that will make employers wish to learn more. Our resume builder is the quickest approach to create a resume that will allow you to get your fantasy job. Make certain its tailored to not merely the position, but the provider also. Unfortunately, not each of the job boards do a good job of vetting employers, and at times theyre fooled by the scammers, too. Out of all those resumes, there are dozens and dozens of qualified candidatespeople whod probably do a wonderful job and would be great additions to any business.As a guideline, if it is an actual job, the requirements will be quite specific. Its also a terrific concept to incorporate any kind of affiliation or membership to any organization that may boost your appeal as a prospective employee to an employer. My goal is to find the job. The time needed to submit an application is dependent on the job youre applying for and the agencys requirements. Gossip, Deception and Go Resume Meanwhile, here are our very best practices to follow when it has to do with formatting your resume. Theres no doubt a good resume can generate enough interest to help you receive an interview. Most men and women look at writing a resume as just something youve got to do to have a job. The issue is, a great deal of people dont see it like an art formrather an obligation. For instance, an applicant can have a telephone interview and then an in-person interview. For example, if you submit an application for a Chinese-English interpreting job, you ought to be fluent in both languages otherwise you would just not qualify for the position. It could take some time for an interview to be scheduled based on the variety of applicants being interviewed. Typically, interviewers are really friendly since they understand how stressful this procedure can be and they dont need to scare candidates away. The Honest to Goodness Truth on Go Resume Its when we are down that weve the absolute most strength to receive back up. Sowrite the remainder of your resume first. Speaking of unique, the most important purpose of your resume is to make you stick out from the remainder of the folks applying for exactly the same job and another means to create that happen is to use action verbs and power words (also known as resume verbs). Of course you would like your resume to be noticed, but for the correct reasonsand youve got to recog nize that it starts with the very first second someone looks at it. So make sure to update everything youve got online and reveal that youre a professional. Conversely, should you happen to discover your dream job, acquiring a ready-to-go resume in your back pocket can help you jump at the opportunity before it disappears. A Secret Weapon for Go Resume There are two types of font. You would like to fit all your information on a single side of a single page, and you dont need to cram lots of text onto that page, either. For example, if you use bullet points to spell out your responsibilities and achievements at the same position, be certain to use bullet points on the other positions also. Also, make sure that the bullet points are formatted the same fashion throughout.

3 Key Players Who Should be Involved with Your Hiring Budget Decisions

3 Key Players Who Should be Involved with Yur Hiring Budget DecisionsConsider the number of people involved in your hiring process. Hiring managers, your HR gruppe, and even company executives all weigh in because finding talent that is skilled and a great fit for your organization is complex. Creating a collaborative process makes talent acquisition more effective.Now think about how many people are involved in setting your hiring budget. Chances are only a few leaders make those decisions. These individuals are probably removed from the hiring process, yet they alone decide how much money is allotted for hiring. The lack of communication between hiring budget decision-makers and hiring professionals is astounding. In fact, our latest report, Making the Most of Your Hiring Budget The Problems that Are Leading to Waste revealed at least 1 in 3 internal recruiters and hiring managers have no say at all in the hiring budget or how its spent. Only 8 percent said they are ever involved i n those decisions.Balancing the companys budget is a big responsibility, making it illogical to not have the people most involved with the hiring process weigh in with their unique experiences. Decision-makers must gather the most inclusive information to ensure that money is being used effectively. Here are three people in your hiring process who need to be part of your hiring-budget conversationLower-level HR employeesThis might be the most obvious, but not all levels of HR and their contributions to the hiring process are considered equally. And thats bringing many HR professionals down. A hiring process is only truly effective if the hiring team members are happy. When they are stressed or stretched thin, mistakes are made, leading to costly, bad hires. You need to check in with the rest of your HR team to make sure they dont need additional resources. Unfortunately, most HR employees involved in the hiring process wish they had more help. In our report, 21 percent of those re spondents said if they received an increase in the budget, theyd spend the money hiring someone else to help with recruiting and hiring. The health and happiness of your employees should always come first. If a change in how funds are spent will eliminate stress, you need to know about it. Because any stress on the system is likely to have a ripple effect, conduct regular, anonymous employee surveys to gauge whats going on with everyone on the hiring team, from hiring managers and recruiters through HR leaders. Ask about the hours they work and the amount of responsibility they have. If you see signs of stress, hold a team meeting to discuss possible solutions. You might not be able to create a new role, but other adjustments can be made without depleting your hiring budget.For example, many companies post their job openings on multiple job sites to gain the most exposure for their listing. While this means more job seekers see the posting, it also creates opportunity for many more unqualified applications to land in HR professionals inboxes. Plus, each additional job board you use costs money. Its better to identify where your best candidates come from, then focus your efforts strictly on talent sources you know deliver great hires without overwhelming the HR team.Your HR team is stressed out. Dont let that hurt your hiring process.Click To TweetHiring managers Among their responsibilities, HR leaders usually research and choose hiring tools for their team. They go through countless trials and demos but they rarely get real-life practice with the tools. Its hiring managers who are in the trenches, learning what works and what doesnt. Without their input, companies waste money on tools with little return on investment (ROI).In fact, our previously mentioned report confirmed this troubling trend. For instance, 67 percent of our respondents use background checks in their hiring process. Yet 13 percent of those users also say the tool has the lowest ROI. Further more, 42 percent of respondents use personality assessments and a quarter of those users are unsatisfied with their ROI. When it comes to hiring data analytics tools, 27 percent of respondents continue to use them despite 19 percent saying it has the lowest ROI.Ask hiring managers about their satisfaction with the tools they use. Let them know how much those tools cost and see if your managers agree they are worth it. This will quickly weed out tools that need to be replaced or updated so you can adjust the hiring budget accordingly.When its evident you need to replace a hiring tool, work alongside hiring managers to identify exactly why it isnt a worthwhile investment. User experience is an important factor, but you really need to get to the bottom of the tools impact on hiring outcomes.Does using the hiring tool add too much time to the process? Do hiring managers disagree with the tools assessment of candidates? Does the tool perform a task another resource or employee already ha s covered? This information will help you assess replacement tools with a finer lens.Are you using hiring tools with poor ROI? Chat with hiring managers to learn how you can better spend your budget. HRClick To TweetCandidates While its not appropriate to directly discuss the companys finances with candidates, they can provide valuable feedback about their candidate experience. This information is invaluable when considering the impact of certain hiring tools.Request candidates fill out a survey at the end of the hiring process. Focus on whether they felt supported and at ease. If there are any steps of the process they were frustrated or confused by, dig deeper to see what can be cost-effectively improved upon.For instance, communication has a huge impact on the candidate experience. Candidates need access to information and an easy way to ask additional questions. Many companies use automated email tools or chatbots to save hiring managers time. But those tools arent worthwhile if they confuse candidates or dont communicate efficiently. If thats the case, be open to different solutions. You need to look at where the use of automated communication tools is straining the candidate experience. For example, instead of using a tool to send out dozens of emails, have your hiring managers focus on communicating with a smaller number of candidates directly. Manually engaging with job seekers might seem passe in this technical age, but if it leads to meaningful communications that allow hiring managers to effectively land top candidates while directing hiring budget funds to the most valuable resources, the shift is well worth it.

Former Thinx CEO responds to allegations of Stalin-like behavior

Former Thinx CEO responds to allegations of Stalin-like behaviorFormer Thinx CEO responds to allegations of Stalin-like behaviorOn Friday, Miki Agrawal, ex-Thinx CEO, now-self-proclaimed SHE-E-O of Thinx,responded to Rackedsexpos of zu sich alleged mismanagement and coercion of her employees.Among the many highlights of the Racked piece Agrawal was accused of being inappropriatein professional settings (staff complaints were called a coup) beinga hostile salary negotiator to her younger employees (Oh youre in your twenties, you dont need a lot of money) and coercing some of them to write fake Glassdoor reviews to offset other, bad reviews calling her Trump-like and filled with Stalin-like paranoia.Like many Silicon Valley thought leaders, Agrawalchose Medium as the space to write her explanation. Agrawal has used the platform before to share advice and debunk criticism. Her previous heart-to-hearts on Medium includeMy Lessons from Burning Man 2016 and An Open Letter to Respectfully Q uit Telling Me How to Do Feminism (and to just support one another,please)Unlike some CEOs mea culpas, though, Agrawal shows little evidence of an intent to change. She kicks off herfirst paragraphwith a disclaimer of being a human being, not a Thinx representative, and compared her ongoing plight to the culminating scene of Braveheart.Earlier this week, Ladders wrote about how Agrawalsmismanagement offered valuable lessons on how not to treat onesemployees. Agrawals explanation offers more lessons on what not to do.Yes, I have made a TON of mistakesIn her Medium post, Agrawal admits she made mistakes while running her company, but on her personal Instagram, she still refuted the allegations in the Racked report, calling them a classic media take down and baseless. Instead, Agrawal said she was compelled to respond to clear her good family anthroponym and simply share the truth of what actually happened.Human resources as an afterthoughtIn the Racked report, one employee said the co mpanys $200 monthly healthcare premiums were so prohibitive that she couldnt even afford birth control. Maternity leave was alsowell belowthe industry standard of 20 weekswith two weeks of full pay and a week at half-pay.For a period underwear company founded to help women, employees were especially bothered by the companyshypocrisy of not being able to help its own women.Agrawal defended Thinxspoor maternity leave policy with the rather flimsy rationale that no one was yet pregnant on the staff at the time we didnt have any pregnant women on the team unlike now where we have 3, including me-)The protections of your employees should be built into the foundation of ones company, not tacked on as an afterthought.Explaining why employeeshad no human resources to absprache with issues like health care, Agrawal said it was not a priority in the beginning as she was working to brand herself and the company I didnt put HR practices in place because I was on the road speaking, doing press, brand partnerships, editing all of the creative and shouting from the rooftops about THINX so we can keep going.As Motherboard reported in 2016, when Silicon Valley startups leave out human resources, its women who disproportionally feel its lack companies, led by enterprising 20- and 30-somethings, reject the cubicled infrastructure of the offices of their parents generations in favor of an ostensibly open, streamlined approach. In turn, the securities those older employers maintained- eight-hour days, parental protections, and incremental pay raises, for example- often disintegrate.Low salaries? startuplifeAgrawal used startuplife as her justification for why employees were being paid belowmarket rate. She also mentioned that staff got bonuses to make up for their lower pay.And yet, no amount of irreverent hashtags can justify underpaying your employees when your startup is raking in millions of dollars in revenue.Things are changing at Thinx. Agrawal said Thinx has hired anHR man ager who will be putting much more rigid HR practices in place. But although Agrawal said she is using the whole experience as an opportunity to learn and grow, she is not taking much responsibility for her actions, continuously reframing employee dissatisfaction as HR issues that all of a sudden and kept happening.Some useful lessons for potential leadersShow true humility to keep perspective Agrawal started her post comparing herself to Braveheart and ended it by comparing herself to Theodore Roosevelt. Agrawal uses Roosevelts quote if (s)he fails, at least s/he fails while daring greatly, so that her place shall never be with those cold and timid souls who neither know victory nor defeat. This is heady company to keep. While maintaining inspiring role models is necessary, dont share the pedestal with your idols until youve achieved what theyve achieved in this case, either the liberation of Scotland, or the creation of U.S. national parks.Pay attention to what employees tell youU nder Agrawals logic, staff complaints were technical bugs, and not a built-in feature of poor leadership. That kind of view can only decrease dissatisfaction. Learn to shut up, and your company may actually improve.Take responsibility Dodging accountability is a losing game. Rather than quoting Roosevelt, Agrawal could have considered different kindof presidential advice. As President Truman recognized, when youre a leader, every problem your staff has is your responsibility the buck stops here.Know when to step aside Founders frequently have to know when to fire themselves, and let someone with operational experience take over.Agrawal said she has been replaced by an unnamed professional CEO, so she can go back to doing what she is better at the promotion of shouting from the rooftops about why period underwear is the bees knees.Good luck to whoever that new CEOwill be. The consequences toThinxs mismanagement are piling up. CNN reported that Thinxcancelled its South by Southwest li neup for Fridayand after the Racked report came out, model Tyler Fordcameforward with their story of Thinx managements humiliating transphobic mistreatment.

How to Promote Yourself at Work

How to Promote Yourself at WorkHow to Promote Yourself at WorkHow to Shamelessly Self-Promote at WorkSometimes you have to toot your own horn.We all know that one person at work the one who never misses an opportunity to pump up his own work. Did you landsee that I landed the Jennings account? Boom A braggart, a blowhard, and annoyingly successful. Meanwhile, you keep your head down, work hard, and keep the faith that your accomplishments will get notlageiced and youll get the recognition you deserve.Unfortunately, unless youre hoping to build up a stash of karma points, youre not doing yourself any favors by keeping quiet. Like it or not, promoting yourself at work is a necessary part of your career. You dont have to be a blowhard like the Jennings account guy, but you do need to be able to let your co-workers and your bosses know what you do, what you excel in, and what you accomplish in your job.If youre not aya how to start, here are some tips to help you promote yourself at wor k without annoying your entire office.1. Change how you think about self-promotingIf the very idea of self-promotion makes you cringe, you need to change your perception entirely. You probably think it means bragging and pumping yourself up above others, but it doesnt have to be like that. In fact, it shouldnt be like that.First, accept self-promotion as a part of your career. Just like the tasks you do on a daily basis, promoting yourself is a necessity. Think of yourself as a great product you may be amazing, but if you dont advertise to the right crowd, no one will know. If you think its your boss job to take note of who is kicking butt and performing at a high level, youre kidding yourself. Your boss has a lot on his or her plate and a lot of employees to handle, and thus simply cant see everything that goes on. In that light, youre not bragging, youre simply keeping your boss in the loop. Simple, right?2. Understand your best skills and accomplishmentsThis may seem like one of those things that go without saying, but it really needs to be said. Before you can actively promote yourself within your work environment, you need to take note of what it is that you do best. Do you excel at training new employees? Have you developed new methods or procedures? Are you a deadline beater extraordinaire? Make a list of your strengths and then think about the successful projects that youve worked on. How did your skills help create that success?3. Focus on the projectsNow that youve done your personal inventory, its time to let your office know just how much you contribute. To make this easier, dont focus on yourself, but on the successful projects that youve been a part of recently. By providing updates at gruppe meetings and commenting on the success of your projects, you can demonstrate your successes without hammering the team with I did this and I accomplished that. Instead of being boastful, youll come across as a team player who is only concerned about the suc cess of the company, but youll also make your part in things clearly known.RelatedHow to Successfully Track Your Work Wins Throughout the Year4. Share kudos with your teamVery few successes come from working alone. You probably had help, right? Take time to recognize those who helped make your accomplishments happen. Even if you have to dip into your own pocket to reward them with free lunch or a simple card, the benefits will outweigh the cost tremendously. Here are a few suggestionsGive your helpers recognition during an office meeting or even a private meeting with your boss. Youll come off as gracious, endear yourself to your team, and casually promote your success on that project.Have a party (even if its just a lunch date) to celebrate successes. Your team will love you for it and the rest of the office will notice.Not the team lead? No worries. Talk to the team lead to see how the project came out and give some kudos to those who helped you do your part. The team lead will no tice your interest and your ability to notice the efforts of others.5. Make yourself an industry expertIf you are serious about building your career, youre probably already on LinkedIn and some other social media sites. Take the time to do more than just create a profile. Post blogs about your profession and share your insights. Welcome connections from others in your field. If you consistently pop up on other peoples screens as a resource of information in your field, youll quickly brand yourself as an industry expert. How cool is that?Are there people who you consistently see on your Linkedin or Twitter feed who are providing valuable tips and information? Dont just read their posts, comment on them and start dialogues. Then, create your own posts and add your name to the field. Its an easy task and, frankly, its kind of fun to get out there and discuss the tips and tricks that you have learned.Think your boss wont notice? Think again.6. Reach out to other departmentsIf you find y ourself with a little downtime, even if its in the break room, talk with the people in your company who work in other departments. Try to get a feel for what they do well and where they may need a helping hand. If you are able to provide that help, youll quickly become a resource for that department and build a name for yourself outside of your own team.The beigabe to this strategy is that youll also learn new skills while working with other departments, adding even more to your resume.7. Be ready for chit chatWhat does office chit chat have to do with self-promotion? Everything If you wind up at the coffee machine with your boss who says, Whats new? you may be inclined to blurt out the typical Nothing much.Opportunity wasted.Casual office conversations comprise a large percentage of the communication you have at work every day. Dont miss this opportunity to discuss a project that you are working on and how it will impact the company. Again, make sure to focus on the project and the team, not yourself. Show your enthusiasm for the project and its potential. These little conversations serve to build a positive reputation for you throughout the office.Learning to promote yourself at work comes much more naturally to some people than others, and thats okay. The fact is that you need to think of it as another part of your job if you want to further your career. Does that mean you need to become the office braggart? Not at all. Just continue to find little ways to let your peers and your bosses know what youve been up to and how successful youve been. Its not bragging, its simply keeping them in the loop.When you learn to change the way you think about self-promoting, youll learn that its not as hard as you think. If all else fails, look at someone you admire in your office and pay attention to how they do it. Just like the skills you learned in school that trained you to be good at your job, the skill of self-promotion is essential for being successful in your car eer.Click on the following link for more advice on getting ahead.Your resume is another opportunity for self-promotion. Make sure youre doing it right with a free resume critique.Recommended Reading6 Ways to Impress Your BossHow to Brag on Your Resume Without Sounding Like a Jerk7 Questions to Ask Your Boss on a Regular Basis

Starbucks debuts its first protein-packed coffee

Starbucks debuts its first eiweistoff-packed coffeeStarbucks debuts its first protein-packed coffeeFor those of us who feast on coffee alone for our on-the-go breakfasts, Starbucks now has a way for you to make your liquid breakfast a little more nutritious. The coffee chain announced that it is introducing its new ProteinBlended Cold Brew in the almond and cacao flavor on Tuesday.You can now get protein with your order of Starbucks coffeeFor those of us who cannot handle dairy, we can still drink the new drink. The 16-ounce grande size drinks are made up of cold brew coffee, coconut or almond milk, and pea and brown-rice protein. The drinks carry between 10 to 12 grams of protein and 180 mg of caffeine in every cup. The drink gets sweetened with a banana date fruit blend for sweetness.Plant-based beverages, plant-based proteins are a choice that many consumers are gravitating towards, Starbucks CEO Kevin Johnson said in June about Starbucks foray into more protein.Starbucks new addi tions are part of a growing trend among American consumers who recognize we cannot survive our work mornings on sugar and willpower alone. More than half of American adults say they want more protein in their diets, according to research firm NPD Group.