Do you aspire to work in the C-suite? You can safely assume that top executives will require a prized package of office skills. But most high-level execs say they also want assistants who have the “X Factor.” Love it or hate it, high-ranking executives want employees who can read minds, anticipate needs and supply that indescribable “something” that propels an executive toward success.
Which phrases and buzzwords have we so overused and mangled that we should stop using them altogether? Researchers at the University of Oxford keep track of books, magazines, online media and other sources to look for “irritating expressions” that ought to be retired.
You are in charge of a committee at work that no one seems to care about. Meeting attendance is lackluster, and those who do come rarely speak up. Here are 11 ways to make people feel more engaged.
“I know you were looking forward to going to the conference, but we’re not able to send you this year,” Melanie’s boss explained. “Oh, that’s OK,” she sheepishly replies … What do you do if you’re a “that’s OK” person? Find the courage to speak your truth.
Planning an out-of-town meeting? Here’s how to deal with delays, cancellations, shutdowns, mergers and other airline industry woes.
Create a cheat sheet for emergencies and leave it on your desk … Monitor spending with online tools … Reach out to someone who has been laid off … Be a valuable connection from the moment you invite someone into your LinkedIn network.
While some Web 2.0 tools are about socializing and idea-swapping, LinkedIn is the only tool completely devoted to business networking. Nurturing your online presence could lead to job offers, new knowledge or a beefed-up reputation as an expert.
When you need an answer to a burning question (How do I use this new software? How do I remove ink marks from a white shirt? Can my iPod be fixed?), turn to these eight how-to sites on the web, rated the best by PC World.
If you manage other assistants, you may be craving higher productivity from your team. If you’re a savvy people manager, though, you don’t want to saddle your strong performers with an extra layer of stress. Consider these three approaches.