Uniform I wear the same outfit every day, and it makes me a better leader

Uniform I wear the same outfit every day, and it makes me a better leaderUniform I wear the same outfit every day, and it makes me a better leaderAs a female startup founder, its funny to me when I see photos tagged with bossbabe on Instagram featuring impossibly curvaceous models in stilettos drinking a latte in a power suit.All of the boss babes I know in real life can rarely leave the house without their childrens goldfish crumbs on their blazers or a toothpaste droplet on their sweaters because they were trying to brush their teeth during a conference call on their way to the office.Why is it that all women in the workplace are portrayed as fashionistas in the media while the most brilliant men of our generation are expected to be too busy thinking to care about their wardrobe?People often say that our clothing tells the world about who we are. But in my experience it also tells people how well we perform in our jobs. What we are supposed to wear versus what we actually wear can have a big impact on how people perceive us as successful founders.Consider the hoodie. Its a fairly simple garment. Typically made out of a cotton/poly blend and sewn into a shape that will fit everyone from Pacific Northwest loggers to L.A. supermodels, the hoodie is the ultimate in utilitarian clothing.You can unzip a hoodie if you are too hot. You can protect your neck when its too cold. The hoodie is like an adult blankie - there for you even when the rest of the world isnt.Thanks to Facebook founder Mark Zuckerbergs signature boyish wardrobe (hoodie and gray t-shirt), and the legendary chauvinist culture of his company in the early years, the hoodie has become a symbol of the tech industrys juvenile approach to company culture.One only needs to stroll past the engineering department in any tech company, and it becomes obvious that the norms of business etiquette dont apply. Conference rooms are named after video games. Nerf guns and ping pong tables beckon players to leave the ir work behind in favor of supporting a fun workplace.Want to wear a hoodie and flip flops to work while making six figures? No problem, until you have to figure out whos the boss and whos the intern. Its enough to say to yourself, These people make ungodly salaries - cant they afford some proper clothing?I used to be judgmental of this work uniform of basic t-shirts and hoodies- until I started my own company. Now, I realize that dressing in the same basic wardrobe day after day is not a sign of sloppiness or childishness. Its actually necessary.Heres why decision fatigue.When your work becomes less about following directions platzdeckchen by a boss, and more about making hard decisions with abstract potential outcomes that could have real impact on people at scale, its difficult to also care about matching your outfit, or even a small stain on your shirt.As my startup prepares for launch this month, I realize that the more work I have to do, the less I want to think about what I am wearing. Yet as a founder, I still need to be presentable when I meet with potential customers or business partners.Thats why Ive adopted my own version of a work uniformWhite shirt with a collar (long sleeved with a sweater over it in the winter, sleeveless in the summer)Slim-fit jeans from Rag and BoneBlack slip on shoes from WILDFANGGel nail polish (so I dont bite my nails - thanks anxiety)Naturally dried hair, parted in the middle (because who needs blowdryers in the Portland rain?)RMS organic makeup (so I look alive after an all-nighter)I can do anything and meet anyone in this uniform. Lunch with a customer? Check. Meeting with the dev team? Roll up the sleeves. Pick up dinner on my way home from the office? I can practically run a marathon in this thing.So if you see me at a conference, youll notice that Ill never be wearing a t-shirt sporting the logo of my startup. Im not that kind of girl.But I will be wearing my uniform, and Ill probably be busy making decisions about our next big product launch, not about what Ill be wearing to our launch party.Honestly, Im a bossbabe, and Ive got better things to think about.Kathryn Brown is the founder and CEO of ScoutSavvy.

What Second Assistant Directors Do on Set

What Second Assistant Directors Do on SetWhat Second Assistant Directors Do on SetThe second assistant director (also known as the second AD) serves directly under the first assistant director as his or her right-hand person. As a result, the main function of a second AD is to carry out the boss orders and directives. Although careers in film and television are more prevalent, there also are opportunities for theater and stage assistant directors. Duties of a Second Assistant Director Also known simply as seconds, second ADs have two primary responsibilities on set Prepare and distribute a call sheet, which contains the times for all of the cast and crew membersKnow the whereabouts of all cast members so they can be quickly located when the need arises Many second ADs are also responsible for finding extras or background actors for non-speaking parts. In some cases, however, third ADs or set production assistants may also help with this. Second assistant directors usually serve a s a liaison between the set and the production office, which is why they often might have duties similar to those of production staff. They often are responsible for briefing senior management on the status of a particular shoot. Skills Required of a Second AD To be an effective second AD, in addition to excellent organizational and time-management skills, you must have exceptional interpersonal and communication skills. These communication skills are a must since you may be called to deliver briefings and status reports to senior management and decision-makers. Time-management skills also are essential, because you will likely need to coordinate logistics, arrangements, and sketch detailed plans for the first ADs review. Interpersonal skills are a must-have. As a Second AD, you will interact with people in a number of different roles, from the lowest-level staff member to senior leadership. Your ability to adapt your communication and interpersonal relationship-building skills will not just benefit your career, but make your employer look good too. If you are detail-focused and have great organizational skills, you will do well in a Second AD role. It might seem like you are simply another pair of ears and eyes for the First AD. Pay attention and act almost as the First ADs shadow, and you will earn high marks for your performance, and possibly tangible rewards. After all, if you make the First AD look good, you look good as well. What to Expect As with most productions, a second AD position is a freelance job. It is why the requirements for joining the Directors Guild of America often are specified according to days, instead of years, because of the nature and short tenure for freelance assignments. It is often long, grueling work that you must do with a smile on your face because if the first AD believes that you are only going through the motions without any real commitment, you might risk the chance to move up in the field. The best way to get wor k as a second AD is to start as a set production assistant or third AD. If youre a quick study, learning the ropes will be easy for you.

5 Best Ways to Improve Your Employee Recognition

5 Best Ways to Improve Your Employee Recognition5 Best Ways to Improve Your Employee RecognitionEmployee recognition is limited in fruchtwein organizations. Employees complain about the lack of recognition and appreciation regularly. Organizations fail to realize the power of providing frequent and sincerely meant employee recognition. They are unaware of the impact that solid recognition and employee thank yous would have on employee motivation, engagement, and retention. Managers who should be the most significant factor in recognizing employees are not clear about these value factors when recognition is properly provided. Some managers even ask questions such as, Why should I recognize or thank him? Hes just doing his job. And, life at work is busy, busy, busy. There are always too many priorities and goals. Nearly every employee has enough work to fill a 40 hour work week or more. These factors combine to create workplaces that fail to provide recognition for employees. Managers who prioritize employee recognition understand the power of recognition. They know that employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business. When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. Employees feel cared about and appreciated. It may seem simplistic, but people who feel recognized and cared about produce more and better work. Employee Survey Pinpoints Recognition as a Challenge In a client employee satisfaction survey, the question of whether the company cared about the welfare and happiness of its employees drew divergent views. Some people agreed others disagreed. The environment was clearly not awash in employee recognition. So, the Culture and Communications team put out a second survey asking what would make the employees feel as if the company cared about them. The team members developed several answers that employees could check and supplied room for their comments and additional thoughts. Fifty-five percent of the respondents said that praise and attention from their supervisor would make them feel as if the company cared about them and their well-being. As you might also expect, money, benefits, and events such as company lunches ranked high, too. But recognition from the supervisor or manager ranked above all other choices. In employee satisfaction surveys in different organizations, the findings are always similar. Employees want to know that they have done a good job- and that you noticed. Employees want to be thanked and appreciated. A leader of employees makes other people feel important and appreciated. The leader excels at creating opportunities to provide rewards, recognition, and thanks to his or her staff. A leader creates a work environment in which people feel important and appreciated. Want to Kick Employee Recognition Up a Notch? You can reinforce powerfully the recognition you provide in these ways. Write out the recognition, what the employee did, why it was important, and how the actions served your organization. Give a copy of the letter to the employee and to the department head or CEO, depending on the size of your company. Place a copy in the employees file. Write a personal note to the employee. Perhaps have your manager sign it, too. Photocopy the note and place the recognition in the employees file. Accompany the verbal recognition with a gift. Engraved plaques, merchandise that carries the company logo, even certificates of appreciation reinforce the employee recognition. Everyone likes cash or the equivalent in gift cards, gift certificates, and checks. If you use a consumable form of employee recognition, accompany the cash with a note or letter. When the money has been spent, you want the employee to remember the recognition. Present the recognition publicly, at an employee meeting, for example. Even if the employee is uncomfortable with publicity, it is important for the other employees to know that employees are receiving recognition. Conclusion and More Information About Employee Recognition A simple thank you counts as employee recognition. But, you can also make employee recognition as elaborate as your imagination can conceive. Recognition should not be a scarce resource. You cannot use recognition up. You cannot run out of recognition. No budget is too small to afford employee recognition. For increased employee satisfaction, bring on lots of employee recognition. Youll be happy that you did. Here are forty ways to say thank you to employees at work and twenty ways to tell your employees that you care. That gives you sixty additional ways, some that take seconds, to spread recognition around. Youll be happy that you d id- and your employees will love you and stay Additional Information About Employee Recognition Top Ten Ways to Show AppreciationWhat People Want From Work