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Foreword

This guide does not constitute legal advice. To determine your rights and obligations under the Occupational Health and Safety Act ( OHSA) and its regulations, please contact your legal counsel or refer to the legislation.

For further information on the OHSA and its requirements you may wish to refer to the relevant health and safety association:

Introduction

We all share the goal of making Ontario's workplaces safe and healthy.

The Occupational Health and Safety Act provides us with the legal framework and the tools to achieve this goal. It sets out the rights and duties of all parties in the workplace. It establishes procedures for dealing with workplace hazards and it provides for enforcement of the law where compliance has not been achieved voluntarily by workplace parties.

The Act came into force in 1979. Changes to the Act in 1990 and subsequent years continued the evolution of occupational health and safety legislation since its original enactment. These changes have strengthened the requirements for occupational health and safety in Ontario workplaces and have reinforced the internal responsibility system ( IRS) and the workplace structures, in particular the joint health and safety committees.

Employers should note that the Act makes it clear that the employers have the greatest responsibilities with respect to health and safety in the workplace. However all workplace parties have a role to play to ensure that health and safety requirements are met in the workplace. All workplace parties have a responsibility for promoting health and safety in the workplace and a role to play to help the workplace be in compliance with the statutory requirements set out under the Act. The respective roles and responsibilities for all workplace parties are detailed in the Act. This is the basis for the internal responsibility system.

Every improvement in occupational health and safety benefits all of us. Through cooperation and commitment, we can make Ontario a safer and healthier place in which to work.

It's worth working for.

About this guide

This guide does not replace the Occupational Health and Safety Act ( OHSA) and its regulations, and should not be used as or considered legal advice. Health and safety inspectors apply the law based on the facts in the workplace.

This guide can assist you in understanding how to have a healthy and safe workplace. It explains what every worker, supervisor, employer, constructor and workplace owner needs to know about the Occupational Health and Safety Act. It describes workplace parties' rights and responsibilities in the workplace and answers, in plain language, the questions that are most commonly asked about the Act.

This guide is intended to provide an overview of the Act. It is not a legal document. The guide does not cover every situation or answer every question about the legal requirements concerning occupational health and safety in Ontario. In order to understand your legal rights and duties, you must read the Act and the regulations. But if you read this guide beforehand, you may find the technical language of the legislation easier to understand. Throughout the guide, the relevant section numbers of the Occupational Health and Safety Act have been inserted in the text for ease of reference.

The Ministry of Labour, Immigration, Training and Skills Development issues guidance documents to assist with the application and interpretation of sections of the Act that relate to occupational health and safety. Guidance documents are intended to assist workplace parties with compliance, but, are not intended to provide interpretations of the law. This guidance document is designed to provide all workplace parties with guidance on the requirements of the OHSA.

Current versions of Ontario law can be viewed at or downloaded and printed from e-Laws.

If you need help in answering questions about the Act or the regulations, you have a number of options. You may:

Visit the Ministry of Labour, Immigration, Training and Skills Development's website

Call the Ministry's toll-free health and safety information line at between 8:30 a.m. and 5:00 p.m. Monday-Friday for general inquiries about workplace health and safety

Seek legal advice.

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Guide to the Occupational Health and Safety Act

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The Occupational Health and Safety Act sets out the rights and duties of all parties in the workplace, as well as the procedures for dealing with workplace hazards and for enforcement as needed.

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The Workplace Hazardous Materials Information System ( WHMIS) is Canada's national standard for communicating information about hazardous workplace products. It is implemented through complementary federal, provincial and territorial laws. Originally established in 1988, the purpose of is to ensure employers and workers receive consistent and comprehensive health and safety information about the hazardous products they may be exposed to at work. By setting standards for the type and amount of information to be given to the users of hazardous chemicals and biological agents, WHMIS is intended to reduce workplace injuries and illnesses related to such products.

The main elements of WHMIS are:

Product classification

Products intended for use in the workplace are classified based on their hazardous properties.

Labels

Provide basic information that a worker needs to know to safely use a hazardous product.

Safety data sheets (SDSs)

Supplement the label with more detailed information about a product's physical and chemical characteristics, its hazardous properties and necessary handling precautions.

Worker education

Ensures workers understand the information on labels and safety data sheets and can apply this knowledge on the job.

This guide is intended to give workplace parties a basic understanding of WHMIS and to direct readers to more detailed information, if needed.

This guide does not replace the Occupational Health and Safety Act (OHSA) and its regulations, and should not be used as or considered legal advice. Health and safety inspectors apply the law based on the facts in the workplace.

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Workplace Hazardous Materials Information System - A guide to the legislation

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The Workplace Hazardous Materials Information System ( WHMIS) is Canada's national standard for communicating information about hazardous workplace products. It is implemented through complementary federal, provincial and territorial laws. Originally established in 1988, the purpose of is to ensure employers and workers receive consistent and comprehensive health and safety information about the hazardous products they may be exposed to at work.

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Visit Site for more...

This is the first page of our 5-step online career test. Most visitors complete the test in 5 to 10 minutes. When you're done, we'll provide you recommendations for great new careers that best match your answers. Have fun!

Step 1 of 5: SKILLS

Rate your skill level for the following attributes:

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Career Aptitude Test: Try our Free Career Test and Discover New Jobs for You!

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Visit Site for more... This is the first page of our 5-step online career test. Most visitors complete the test in 5 to 10 minutes. When you're done, we'll provide you recommendations for great new careers that best match your answers. Have fun!

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Free personality test - take it to find out why our readers say that this personality test is so accurate, "it's a little bit creepy." No registration required!

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Richard Bolles,  (Part 1 of 4) "What Color Is Your Parachute?"

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The Importance of Self Inventory in Finding Your Ideal Job, by Dick Bolles

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How to Know When You've Found Your Purpose in Life | SuperSoul Sunday | Oprah Winfrey Network

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Larry Smith: Why you will fail to have a great career

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In this funny and blunt talk, Larry Smith pulls no punches when he calls out the absurd excuses people invent when they fail to pursue their passions.

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Scott Dinsmore: How to find work you love

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Scott Dinsmore quit a job that made him miserable, and spent the next four years wondering how to find work that was joyful and meaningful. He shares what he learned in this deceptively simple talk about finding out what matters to you - and then getting started doing it.

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I love immersing myself in TED talks. I watch a few of them every week. They keep me inspired and give me plenty of new ideas.

From time to time I share some talks with friends, clients, readers and business partners. Today, I want to share my top 5 TED talks on career with you.
Scott Dinsmore - How to Find and Do Work You Love
If you are reading this in an email, go to the blog post to see the videos.
Sean Aiken - What Makes You Come Alive?
In this talk, Scott dives into what drives us and how he found work that inspires him. He talks about the framework that he developed to be able to do work you love.
Larry Smith - Why You Will Fail to Have a Great Career
In this inspiring talk, Sean tells his story on how he worked 52 different jobs in one year and from it, created the One-Week Job project where he helps others to discover their passion and create a career around it.
Michael Litt - Why You Have to Fail to Have a Great Career
This is a very popular TEDx talk from Larry Smith, a professor at the University of Waterloo, who expressed what happens if we don't dedicate ourselves to strive for excellence.

This talk from Michael Litt is a follow up to Larry Smith's TEDx presentation. Larry finishes his presentation with "You will fail to have a great career, unless..." and leaves it to us to define what unless means.
Tim Clark - Say Goodbye to Career Planning
Michael brings in a little more light and talks about the "Unless" and how failing can result into massive success.

In this talk from Tim Clark in Geneva, he expresses the need to re-define career planning because they never really work out as we plan them. Tim has developed the famous Business Model You framework where the takes principles from entrepreneurship and applies them to individual careers.

[pwal id="66625685″ description="Share these TED talks with your network and inspire others to create an extraordinary career"][/pwal]

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I love immersing myself in TED talks. I watch a few of them every week. They keep me inspired and give me plenty of new ideas. From time to time I share some talks with friends, clients, readers and business partners. Today, I want to share my top 5 TED talks on career with you.

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Ontario WHMIS Training | WHMIS Training Ontario

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Ontario WHMIS Training federal legislatio and regulations. Do Ontario workers need WHMIS training? How often do Ontario employees need WHMIS training?

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Wouldn't it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview?

We can't read minds, unfortunately, but we'll give you the next best thing: a list of more than 40 of the most commonly asked interview questions, along with advice for answering them all.

While we don't recommend having a canned response for every interview question (in fact, please don't), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you're the right person for the job.

Consider this list your interview question and answer study guide.

1. Tell Me About Yourself.

2. How Did You Hear About This Position?

3. Why Do You Want to Work at This Company?

4. Why Do You Want This Job?

5. Why Should We Hire You?

6. What Are Your Greatest Strengths?

7. What Do You Consider to Be Your Weaknesses?

8. What Is Your Greatest Professional Achievement?

9. Tell Me About a Challenge or Conflict You've Faced at Work, and How You Dealt With It.

10. Tell Me About a Time You Demonstrated Leadership Skills.

11. What's a Time You Disagreed With a Decision That Was Made at Work?

12. Tell Me About a Time You Made a Mistake.

13. Tell Me About a Time You Failed.

14. Why Are You Leaving Your Current Job?

15. Why Were You Fired?

16. Why Was There a Gap in Your Employment?

17. Can You Explain Why You Changed Career Paths?

18. What's Your Current Salary?

19. What Do You Like Least About Your Job?

20. What Are You Looking for in a New Position?

21. What Type of Work Environment Do You Prefer?

22. What's Your Management Style?

23. How Would Your Boss and Coworkers Describe You?

24. How Do You Deal With Pressure or Stressful Situations?

25. What Do You Like to Do Outside of Work?

26. Are You Planning on Having Children?

27. How Do You Prioritize Your Work?

28. What Are You Passionate About?

29. What Motivates You?

30. What Are Your Pet Peeves?

31. How Do You Like to Be Managed?

32. Where Do You See Yourself in Five Years?

33. What's Your Dream Job?

34. What Other Companies Are You Interviewing With?

35. What Makes You Unique?

36. What Should I Know That's Not on Your Resume?

37. What Would Your First 30, 60, or 90 Days Look Like in This Role?

38. What Are Your Salary Requirements?

39. What Do You Think We Could Do Better or Differently?

40. When Can You Start?

41. Are You Willing to Relocate?

42. How Many Tennis Balls Can You Fit Into a Limousine?

43. If You Were an Animal, Which One Would You Want to Be?

44. Sell Me This Pen.

45. Is There Anything Else You'd Like Us to Know?

46. Do You Have Any Questions for Us?

47. Bonus Questions

Classic Questions

These frequently asked questions touch on the essentials hiring managers want to know about every candidate: who you are, why you're a fit for the job, and what you're good at. You may not be asked exactly these questions in exactly these words, but if you have answers in mind for them, you'll be prepared for just about anything the interviewer throws your way.

1. Tell Me About Yourself.

This question seems simple, so many people fail to prepare for it, but it's crucial. Here's the deal: Don't give your complete employment (or personal) history. Instead give a pitch-one that's concise and compelling and that shows exactly why you're the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that's relevant. Finally, segue into why you want-and would be perfect for-this role.

2. How Did You Hear About This Position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

3. Why Do You Want to Work at This Company?

Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you're missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you've watched the company grow and change since you first heard of it; focus on the organization's opportunities for future growth and how you can contribute to it; or share what's gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can't figure out why you'd want to work at the company you're interviewing with by the time you're well into the hiring process? It might be a red flag telling you that this position is not the right fit.

4. Why Do You Want This Job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., "I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., "I've always been passionate about education, and I think you're doing great things, so I want to be a part of it").

5. Why Should We Hire You?

This interview question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any of the other candidates.

6. What Are Your Greatest Strengths?

Here's an opening to talk about something that makes you great-and a great fit for this role. When you're answering this question, think quality, not quantity. In other words, don't rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there's something you were hoping to mention because it makes you a great candidate, but you haven't had a chance yet, this would be the perfect time.

7. What Do You Consider to Be Your Weaknesses?

What your interviewer is really trying to do with this question-beyond identifying any major red flags-is to gauge your self-awareness and honesty. So, "I can't meet a deadline to save my life" is not an option-but neither is "Nothing! I'm perfect!" Strike a balance by thinking of something that you struggle with but that you're working to improve. For example, maybe you've never been strong at public speaking, but you've recently volunteered to run meetings to help you get more comfortable when addressing a crowd.

Questions About Your Work History

The meat of any job interview is your track record at work: what you accomplished, how you succeeded or failed (and how you dealt with it), and how you behaved in real time in actual work environments. If you prep a few versatile stories to tell about your work history and practice answering behavioral interview questions, you'll be ready to go.

8. What Is Your Greatest Professional Achievement?

Nothing says "hire me" better than a track record of achieving amazing results in past jobs, so don't be shy when answering this interview question! A great way to do so is by using the STAR method: situation, task, action, results. Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., "In my last job as a junior analyst, it was my role to manage the invoicing process"), then describe what you did (the action) and what you achieved (the result): "In one month, I streamlined the process, which saved my group 10 person-hours each month and reduced errors on invoices by 25%."

9. Tell Me About a Challenge or Conflict You've Faced at Work, and How You Dealt With It.

You're probably not eager to talk about conflicts you've had at work during a job interview. But if you're asked directly, don't pretend you've never had one. Be honest about a difficult situation you've faced (but without going into the kind of detail you'd share venting to a friend). "Most people who ask are only looking for evidence that you're willing to face these kinds of issues head-on and make a sincere attempt at coming to a resolution," former recruiter Rich Moy says. Stay calm and professional as you tell the story (and answer any follow-up questions), spend more time talking about the resolution than the conflict, and mention what you'd do differently next time to show "you're open to learning from tough experiences."

10. Tell Me About a Time You Demonstrated Leadership Skills.

You don't have to have a fancy title to act like a leader or demonstrate leadership skills. Think about a time when you headed up a project, took the initiative to propose an alternate process, or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture (but not so much that you start rambling) and making sure you spell out the result. In other words, be clear about why you're telling this particular story and connect all the dots for the interviewer.

11. What's a Time You Disagreed With a Decision That Was Made at Work?

The ideal anecdote here is one where you handled a disagreement in a professional way and learned something from the experience. Zhang recommends paying particular attention to how you start and end your response. To open, make a short statement to frame the rest of your answer, one that nods at the ultimate takeaway or the reason you're telling this story. For example: "I learned early on in my professional career that it's fine to disagree if you can back up your hunches with data." And to close strong, you can either give a one-sentence summary of your answer ("In short...") or talk briefly about how what you learned or gained from this experience would help you in the role you're interviewing for.

12. Tell Me About a Time You Made a Mistake.

You're probably not too eager to dig into past blunders when you're trying to impress an interviewer and land a job. But talking about a mistake and winning someone over aren't mutually exclusive, Moy says. In fact, if you do it right, it can help you. The key is to be honest without placing blame on other people, then explain what you learned from your mistake and what actions you took to ensure it didn't happen again. At the end of the day, employers are looking for folks who are self-aware, can take feedback, and care about doing better.

13. Tell Me About a Time You Failed.

This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure. For example: "As a manager, I consider it a failure whenever I'm caught by surprise. I strive to know what's going on with my team and their work." Then situate the example in relation to that definition and explain what happened. Finally, don't forget to share what you learned. It's OK to fail-everyone does sometimes-but it's important to show that you took something from the experience.

14. Why Are You Leaving Your Current Job?

This is a toughie, but one you can be sure you'll be asked. Definitely keep things positive-you have nothing to gain by being negative about your current employer. Instead, frame things in a way that shows that you're eager to take on new opportunities and that the role you're interviewing for is a better fit for you. For example, "I'd really love to be part of product development from beginning to end, and I know I'd have that opportunity here." And if you were let go from your most recent job? Keep it simple: "Unfortunately, I was let go," is a totally acceptable answer.

15. Why Were You Fired?

Of course, they may ask the follow-up question: Why were you let go? If you lost your job due to layoffs, you can simply say, "The company [reorganized/merged/was acquired] and unfortunately my [position/department] was eliminated." But what if you were fired for performance reasons? Your best bet is to be honest (the job-seeking world is small, after all). But it doesn't have to be a deal breaker. Frame it as a learning experience: Share how you've grown and how you approach your job and life now as a result. And if you can portray your growth as an advantage for this next job, even better.

16. Why Was There a Gap in Your Employment?

Maybe you were taking care of children or aging parents, dealing with health issues, or traveling the world. Maybe it just took you a long time to land the right job. Whatever the reason, you should be prepared to discuss the gap (or gaps) on your resume. Seriously, practice saying your answer out loud. The key is to be honest, though that doesn't mean you have to share more details than you're comfortable with. If there are skills or qualities you honed or gained in your time away from the workforce-whether through volunteer work, running a home, or responding to a personal crisis-you can also talk about how those would help you excel in this role.

17. Can You Explain Why You Changed Career Paths?

Don't be thrown off by this question-just take a deep breath and explain to the hiring manager why you've made the career decisions you have. More importantly, give a few examples of how your past experience is transferable to the new role. This doesn't have to be a direct connection; in fact, it's often more impressive when a candidate can show how seemingly irrelevant experience is very relevant to the role.

18. What's Your Current Salary?

It's now illegal for some or all employers to ask you about your salary history in several cities and states, including New York City; Louisville, North Carolina; California; and Massachusetts. But no matter where you live, it can be stressful to hear this question. Don't panic-there are several possible strategies you can turn to. For example, you can deflect the question, Muse career coach Emily Liou says, with a response like: "Before discussing any salary, I'd really like to learn more about what this role entails. I've done a lot of research on [Company] and I am certain if it's the right fit, we'll be able to agree on a number that's fair and competitive to both parties." You can also reframe the question around your salary expectations or requirements (see question 38) or choose to share the number if you think it will work in your favor.

19. What Do You Like Least About Your Job?

Tread carefully here! The last thing you want to do is let your answer devolve into a rant about how terrible your current company is or how much you hate your boss or that one coworker. The easiest way to handle this question with poise is to focus on an opportunity the role you're interviewing for offers that your current job doesn't. You can keep the conversation positive and emphasize why you're so excited about the job.

Questions About You and Your Goals

Another crucial aspect of an interview? Getting to know a candidate. That's why you'll likely encounter questions about how you work, what you're looking for (in a job, a team, a company, and a manager), and what your goals are. It's a good sign if your interviewers want to make sure you'll be a good fit-or add-to the team. Use it as an opportunity!

20. What Are You Looking for in a New Position?

Hint: Ideally the same things that this position has to offer. Be specific.

21. What Type of Work Environment Do You Prefer?

Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific.

22. What's Your Management Style?

The best managers are strong but flexible, and that's exactly what you want to show off in your answer. (Think something like, "While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...") Then share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company's top salesperson.

23. How Would Your Boss and Coworkers Describe You?

First of all, be honest (remember, if you make it to the final round, the hiring manager will be calling your former bosses and coworkers for references!). Then try to pull out strengths and traits you haven't discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

24. How Do You Deal With Pressure or Stressful Situations?

Here's another question you may feel the urge to sidestep in an effort to prove you're the perfect candidate who can handle anything. But it's important not to dismiss this one (i.e. don't say "I just put my head down and push through it" or "I don't get stressed out"). Instead, talk about your go-to strategies for dealing with stress (whether it's meditating for 10 minutes every day or making sure you go for a run or keeping a super-detailed to-do list) and how you communicate and otherwise proactively try to mitigate pressure. If you can give a real example of a stressful situation you navigated successfully, all the better.

25. What Do You Like to Do Outside of Work?

Interviewers will sometimes ask about your hobbies or interests outside of work in order to get to know you a little better-to find out what you're passionate about and devote time to during your off-hours. It's another chance to let your personality shine. Be honest, but keep it professional and be mindful of answers that might make it sound like you're going to spend all your time focusing on something other than the job you're applying for.

26. Are You Planning on Having Children?

Questions about your family status, gender ("How would you handle managing a team of all men?"), nationality ("Where were you born?"), religion, or age are illegal-but they still get asked (and frequently). Of course, not always with ill intent-the interviewer might just be trying to make conversation and might not realize these are off-limits-but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: "You know, I'm not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?"

27. How Do You Prioritize Your Work?

Your interviewers want to know that you can manage your time, exercise judgement, communicate, and shift gears when needed. Start by talking about whatever system you've found works for you to plan your day or week, whether it's a to-do list app you swear by or a color-coded spreadsheet. This is one where you'll definitely want to lean on a real-life example. So go on to describe how you've reacted to a last-minute request or another unexpected shift in priorities in the past, incorporating how you evaluated and decided what to do and how you communicated with your manager and/or teammates about it.

28. What Are You Passionate About?

You're not a robot programmed to do your work and then power down. You're a human, and if someone asks you this question in an interview, it's probably because they want to get to know you better. The answer can align directly with the type of work you'd be doing in that role-like if, for example, you're applying to be a graphic designer and spend all of your free time creating illustrations and data visualizations to post on Instagram.

But don't be afraid to talk about a hobby that's different from your day-to-day work. Bonus points if you can "take it one step further and connect how your passion would make you an excellent candidate for the role you are applying for," says Muse career coach Al Dea. Like if you're a software developer who loves to bake, you might talk about how the ability to be both creative and precise informs your approach to code.

29. What Motivates You?

Before you panic about answering what feels like a probing existential question, consider that the interviewer wants to make sure you're excited about this role at this company, and that you'll be motivated to succeed if they pick you. So think back to what has energized you in previous roles and pinpoint what made your eyes light up when you read this job description. Pick one thing, make sure it's relevant to the role and company you're interviewing for, and try to weave in a story to help illustrate your point. If you're honest, which you should be, your enthusiasm will be palpable.

30. What Are Your Pet Peeves?

Here's another one that feels like a minefield. But it'll be easier to navigate if you know why an interviewer is asking it. Most likely, they want to make sure you'll thrive at their company-and get a glimpse of how you deal with conflict. So be certain you pick something that doesn't contradict the culture and environment at this organization while still being honest. Then explain why and what you've done to address it in the past, doing your best to stay calm and composed. Since there's no need to dwell on something that annoys you, you can keep this response short and sweet.

31. How Do You Like to Be Managed?

This is another one of those questions that's about finding the right fit-both from the company's perspective and your own. Think back on what worked well for you in the past and what didn't. What did previous bosses do that motivated you and helped you succeed and grow? Pick one or two things to focus on and always articulate them with a positive framing (even if your preference comes from an experience where your manager behaved in the opposite way, phrase it as what you would want a manager to do). If you can give a positive example from a great boss, it'll make your answer even stronger.

32. Where Do You See Yourself in Five Years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you're considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn't necessarily a one-way ticket to your aspirations? It's OK to say that you're not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

33. What's Your Dream Job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While "an NBA star" might get you a few laughs, a better bet is to talk about your goals and ambitions-and why this job will get you closer to them.

34. What Other Companies Are You Interviewing With?

Companies might ask you who else you're interviewing with for a few reasons. Maybe they want to see how serious you are about this role and team (or even this field) or they're trying to find out who they're competing with to hire you. On one hand, you want to express your enthusiasm for this job, but at the same time, you don't want to give the company any more leverage than it already has by telling them there's no one else in the running. Depending on where you are in your search, you can talk about applying to or interviewing for a few roles that have XYZ in common-then mention how and why this role seems like a particularly good fit.

35. What Makes You Unique?

"They genuinely want to know the answer," Dea promises. Give them a reason to pick you over other similar candidates. The key is to keep your answer relevant to the role you're applying to. So the fact that you can run a six-minute mile or crush a trivia challenge might not help you get the job (but hey, it depends on the job!). Use this opportunity to tell them something that would give you an edge over your competition for this position. To figure out what that is, you can ask some former colleagues, think back to patterns you've seen in feedback you get, or try to distill why people tend to turn to you. Focus on one or two things and don't forget to back up whatever you say with evidence.

36. What Should I Know That's Not on Your Resume?

It's a good sign if a recruiter or hiring manager is interested in more than just what's on your resume. It probably means they looked at your resume, think you might be a good fit for the role, and want to know more about you. To make this wide-open question a little more manageable, try talking about a positive trait, a story or detail that reveals a little more about you and your experience, or a mission or goal that makes you excited about this role or company.

Questions About the Job

At the end of the day, the people on the other side of the hiring process want to make sure you could take on this role. That means they might ask you logistical questions to ensure that timing and other factors are aligned, and they might have you imagine what you'd do after starting.

37. What Would Your First 30, 60, or 90 Days Look Like in This Role?

Your potential future boss (or whoever else has asked you this question) wants to know that you've done your research, given some thought to how you'd get started, and would be able to take initiative if hired. So think about what information and aspects of the company and team you'd need to familiarize yourself with and which colleagues you'd want to sit down and talk to. You can also suggest one possible starter project to show you'd be ready to hit the ground running and contribute early on. This won't necessarily be the thing you do first if you do get the job, but a good answer shows that you're thoughtful and that you care.

38. What Are Your Salary Requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and reaching out to your network. You'll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then make sure the hiring manager knows that you're flexible. You're communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.

You can also try to deflect or delay giving a number, especially if you get this question very early in the process, by saying something like, "I was hoping to get a sense of what range/band you had in mind for this role" or, as Liou suggests, "Before discussing any salary, I'd really like to learn more about what this role entails."

39. What Do You Think We Could Do Better or Differently?

This question can really do a number on you. How do you give a meaty answer without insulting the company or, worse, the person you're speaking with? Well first, take a deep breath. Then start your response with something positive about the company or specific product you've been asked to discuss. When you're ready to give your constructive feedback, give some background on the perspective you're bringing to the table and explain why you'd make the change you're suggesting (ideally based on some past experience or other evidence). And if you end with a question, you can show them you're curious about the company or product and open to other points of view. Try: "Did you consider that approach here? I'd love to know more about your process."

40. When Can You Start?

Your goal here should be to set realistic expectations that will work for both you and the company. What exactly that sounds like will depend on your specific situation. If you're ready to start immediately-if you're unemployed, for example-you could offer to start within the week. But if you need to give notice to your current employer, don't be afraid to say so; people will understand and respect that you plan to wrap things up right. It's also legitimate to want to take a break between jobs, though you might want to say you have "previously scheduled commitments to attend to" and try to be flexible if they really need someone to start a bit sooner.

41. Are You Willing to Relocate?

While this may sound like a simple yes-or-no question, it's often a little bit more complicated than that. The simplest scenario is one where you're totally open to moving and would be willing to do so for this opportunity. But if the answer is no, or at least not right now, you can reiterate your enthusiasm for the role, briefly explain why you can't move at this time, and offer an alternative, like working remotely or out of a local office. Sometimes it's not as clear-cut, and that's OK. You can say you prefer to stay put for xyz reasons, but would be willing to consider relocating for the right opportunity.

Questions That Test You

Depending on the style of the interviewer and company, you could get some pretty quirky questions. They're often testing how you think through something on the spot. Don't panic. Take a moment to think-and remember, there's no one single correct answer or approach.

42. How Many Tennis Balls Can You Fit Into a Limousine?

1,000? 10,000? 100,000? Seriously? Well, seriously, you might get asked brain-teaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn't necessarily want an exact number-they want to make sure that you understand what's being asked of you, and that you can set into motion a systematic and logical way to respond. So take a deep breath and start thinking through the math. (Yes, it's OK to ask for a pen and paper!)

43. If You Were an Animal, Which One Would You Want to Be?

Seemingly random personality-test type questions like these come up in interviews because hiring managers want to see how you can think on your feet. There's no wrong answer here, but you'll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, "Now, that is a great question. I think I would have to say..."

44. Sell Me This Pen.

If you're interviewing for a sales job, your interviewer might put you on the spot to sell them a pen sitting on the table, or a legal pad, or a water bottle, or just something. The main thing they're testing you for? How you handle a high-pressure situation. So try to stay calm and confident and use your body language-making eye contact, sitting up straight, and more-to convey that you can handle this. Make sure you listen, understand your "customer's" needs, get specific about the item's features and benefits, and end strong-as though you were truly closing a deal.

Wrapping-Up Questions

When it comes time for the interview to wind down, you might have a chance to add any last thoughts and you'll almost certainly have time to ask the questions that will help you decide if this company and role might be great for you. In fact, if they don't leave time for you to ask any questions at any of your interviews, that might be a red flag in itself.

45. Is There Anything Else You'd Like Us to Know?

Just when you thought you were done, your interviewer asks you this open-ended doozy. Don't panic-it's not a trick question! You can use this as an opportunity to close out the meeting on a high note in one of two ways, Zhang says. First, if there really is something relevant that you haven't had a chance to mention, do it now. Otherwise, you can briefly summarize your qualifications. For example, Zhang says, you could say: "I think we've covered most of it, but just to summarize, it sounds like you're looking for someone who can really hit the ground running. And with my previous experience [enumerate experience here], I think I'd be a great fit."

46. Do You Have Any Questions for Us?

You probably already know that an interview isn't just a chance for a hiring manager to grill you-it's an opportunity to sniff out whether a job is the right fit from your perspective. What do you want to know about the position? The company? The department? The team? You'll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer ("What's your favorite part about working here?") or the company's growth ("What can you tell me about your new products or plans for growth?")

Bonus Questions

Looking for more interview questions? Check out these lists of questions (and example answers!) for different types of interviews.

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Your Ultimate Guide to Answering the Most Common Interview Questions

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Wouldn't it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview? We can't read minds, unfortunately, but we'll give you the next best thing: a list of more than 40 of the most commonly asked interview questions, along with advice for answering them all.

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Xavier Caffrey is here to show me a magic trick. With a slim frame, knowing grin and an organized mess of tangled curls atop his head, the 22-year-old pulls out a deck of cards.

Caffrey radiates positive energy. He is soft-spoken and even a bit shy, but when it's time to perform, even to an audience of one outside a coffee shop in downtown Toronto, Caffrey assumes an entirely new persona. He suddenly wields a commanding presence, one that's massively engaging and yet, genuinely personable. There remains a warmth to him as he carefully places a deck of 52 cards on the palm of my right hand and asks me to cover the cards with my left.

A professional magician, Caffrey immigrated from Lebanon to Canada at the age of 15. While other high-school students loitered in back alleys and caused headaches for nearby convenience-store owners, Caffrey hung out at the library, reading English books and learning the language. If he couldn't pronounce a word on the page, he would scamper over to the nearest librarian for a quick lesson. "Once I get into something," Caffrey says. "I have to do it all the time."

It seems as though this type of obsessiveness lends itself well to the study of magic. From Harry Houdini escaping from a hanging straitjacket to David Copperfield walking through the Great Wall of China, the art of illusion is not something that comes naturally. It takes devotion and hard work - perhaps now more than ever.

The art of illusion is not something that comes naturally.

Like so many industries, magic, too, has been disrupted by the rise of digital technologies. The internet, social media, streaming video and a corresponding thirst for explanations on how things work have presented magicians with as many challenges as opportunities. While the subculture is more popular - and seemingly lucrative - than ever, those practicing the craft are having to figure out how everything works on the fly.

One person who seems to have surveyed this new landscape accurately is Chris Ramsay. A practicing magician for over a decade, Ramsay started by working for magic companies, helping them create tricks that are teased over social media, then sold - at prices that range from $5 to thousands of dollars - with full explanations on how they work to other magicians for use in their acts. While managing the Facebook, Twitter and Instagram accounts for these businesses, Ramsay had an epiphany: He could use social media himself as a direct channel to a potential audience. By sharing his work online, he could skip the middleman and be the owner of his content. And so, Ramsay created and began posting to his own YouTube channel.

The videos he posts include tricks, puzzle solving and card deck reviews. And while all of his work is mesmerizing, the constant that draws an audience is Ramsay's on-screen charisma. To date, the YouTube channel has over 2.5-million subscribers. But perhaps the biggest sign of his success is that Ramsay regularly turns down out-of-town corporate gigs - once the magician's big money-maker - because it's more lucrative to stay at home, film a video and upload it to his channel.

In 2015, Ian Frisch was a Brooklyn-based freelance journalist squatting in his friend's abandoned office building, living hand-to-mouth, surviving from one freelance assignment to the next. One of those gigs was to write a profile of Ramsay, to follow along as the magician travelled to Blackpool, England. There, he'd meet members of The 52, a secret society of magicians co-founded by Ramsay.

Frisch was surprised to discover a welcoming community, and learn that many of the stereotypes portrayed in popular culture about magicians weren't true at all. The lonely and isolated bunch that he had anticipated encountering were nowhere to be found. Instead, he came across a dynamic group of competitive magicians who helped each other improve their craft, assisted in putting together original tricks and developed new ways of entertaining audiences together. There was a synergy through their shared desire to further magic as an artform. "These people were using magic as a utility to do tricks," Frisch says. "But also to find the best version of themselves through this artform."

The most important thing the fledgling magician can attain is originality.

Frisch caught the magic bug, too. He started reading and learning more about magic, even developing his own original trick, and was eventually invited to become a member of The 52. The assignment went from a feature profile to a non-fiction book, titled Magic is Dead , which was released earlier this year.

Caffrey's trajectory into magic hasn't been quite as fortuitous, but it also began unexpectedly. Four years ago, he returned to Lebanon to visit his family. When the electricity in his parents' house went out, Caffrey found a deck of playing cards and began messing around with a trick he had seen performed online called The Coin Matrix. Caffrey decided to try the trick for his dad, then his cousin and then his older sisters. The feedback was overwhelmingly positive. And just like that, Caffrey fell into the world of magic.

More recently, Caffrey decided to pursue magic as a full-time career. This choice was not a popular one within his family, especially when he dropped out of York University where he was studying business and marketing. "My mom absolutely hated it," Caffrey says. "She always tells my dad she wants me to quit magic."

Despite his parents' concerns, Caffrey remains positive, spurred by an optimism that isn't blind. He's already beginning to build an online presence after being hired by the same type of magic company where Ramsay got his start. He's also putting the finishing touches on a website, which he hopes will help open more doors. "The following months," he says, "I expect huge things to happen."

While Caffrey's confidence is infectious, it prompts a question about his chosen industry: What exactly does "huge" mean in the world of magic?

It takes years to build a following. Even for an enormous success story like Ramsay, his millions of subscribers on YouTube weren't accumulated overnight. In the meantime, however, there are potentially profitable options available for modern magicians. Corporate gigs still pay well. Working for magic companies can be worthwhile. A consulting gig with a television show or movie has the potential to make a magician's year, and the additional exposure can become a launchpad to something even better.

A good deck can make the difference between an ecstatic response and a disappointed audience.

But the most important thing the fledgling magician can attain is originality. Coming up with your own magic trick means it can be packaged and licensed or sold to other magicians. In Magic is Dead , Frisch takes readers through each meticulous step involved in inventing an illusion. His own efforts eventually resulted in a trick called which is now marketed by Ellusionist, one of the largest online retailers for magic tricks.

Having a trick picked up by a brokerage is the sure sign of a magician on the right path, but the destination for many in the field is having their name on a specific product - exactly the one you'd expect. A deck of cards is a foundational tool for magicians. A good deck can make the difference between an ecstatic response and a disappointed audience. There's a lot to consider: The stock, the finish, the cut and the amount of ink on the back - all tiny details that laymen wouldn't think twice about when setting up for their Thursday night poker game. For magicians, however, it all matters.

Ramsay has sold two customized decks so far, and says his last release sold 30,000 in less than a day. "It's similar to buying Michael Jordan's sneakers because you love Michael Jordan," Frisch explains. Most cards are bought for actual use by magicians. Others will buy the deck of cards in bulk because - again, like sneakers - there is massive resale value on the secondary market.

With stakes this high, it's understandable how camaraderie within the magic community can sometimes turn to drama. Caffrey says some magicians - perhaps too accustomed to their illusionary acts - like to market an old trick as if it is original. "If you don't have knowledge in magic and you see a new trailer, it might look like something you haven't seen before," Caffrey said. "But really it's just a variation of something that's already been released."

Another common pet peeve is laziness, which includes magicians revealing their secrets to people outside of the community, or performing the same trick over and over again. Both of these produce the same effect: a trick gets ruined. The element of surprise and novelty is tarnished, and other magicians can no longer use it. Caffrey aso points to shows like America's Got Talent , on which magicians will often recycle the same old tricks.

It's not about the magic. It's the human contact.

There's also a divide between old school and new school. More experienced magicians feel as though younger magicians haven't earned their stripes or are only in it for the Instagram likes. Younger magicians feel they should be given the space to explore what being a magician means with social media at their disposal and a more knowledgeable audience judging them.

All of this, though, is little more than family squabbling. The modern magic community - both online and in person - is a supportive group. Since becoming immersed in the field, Caffrey has made new friends from all around the world and, for the first time, feels like he is around people who are not only genuine, but who share the same ambition and passion as him.

This matches with another aspect of Caffrey's origin story, which he shares with me later. The reason he came back to Lebanon, where he first caught the magic bug, was because he had been dealing with depression, and his parents wanted him to return home. He was a 19-year-old kid in a strange country who felt lost, unable to figure out what would make him happy or where his life was going. "Nothing was putting a smile on my face," Caffrey admits.

Ramsay, too, says that magic was a way to feel better about himself when he first started. "It was to stroke my own ego," he says. Magicians get to command any room they are in. They are sharing a secret that only they know. But the joy of being the centre of attention only lasts for a short period of time. "Five seconds of the performance might have taken us six months," Caffrey says. Frisch likens it to eating at a restaurant. "You get a plate of food that is ready to eat and this experience is great," Frisch said. "The meal is magical to you, but you don't see the hours in the kitchen."

Over time, the joy of magic comes from something more than immediate validation. "Magic is a gateway to learn more about other people," Ramsay explains. "The joy comes from meeting people and creating connections. It's not about the magic. It's the human contact."

After a recent gig in Montreal, a woman from the audience came up to Caffrey and told him she was having the worst day of her life until he gave her a temporary reprieve with his card tricks. "It made me almost want to cry," Caffrey says. "That was all I wished and prayed for myself before I discovered magic. Nothing made me feel this way. Now, I'm giving that feeling to everyone."

The same obsessiveness that drove Caffrey to learn English in the library as a 15-year-old is present in him as an adult. He's constantly researching, reading about magic history and working on an original trick, which he hopes to debut next year. Of course, Caffrey is reluctant to divulge the details. It is, after all, part of the magician's code.

His enthusiasm is perhaps the only thing he can't keep hidden. Caffrey says he feels like time slows down while he's performing. "For a moment, I'm taking someone's pain away. All of the negative things in their life are just gone. In a sense, I really feel like I have superpowers."

With a deck of cards clenched between my hands, I'm about to be convinced of this superpower. I've been researching magicians for several weeks, and while I don't know all the secrets to their sleight of hand, I am convinced that if I concentrate hard enough, I'll be able to figure out Caffrey's trick.

"So, I'm going to start by taking 10 cards away," Caffrey says. He's pinching the skin on the top of my hand, pretending to pull the cards through the palm of my hand. The pinch barely registers a nerve. I am still holding the entire deck of cards. The weight doesn't feel different at all.

Caffrey repeats the pinching several times, while launching into a monologue about how the cards are disappearing from my hands. "But seeing is actually believing, right?" he asks, now with a full grin on his face. Then, he prompts me to open my hands.

The cards are no longer there. I'm holding an empty card case.

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How young magicians are learning to cast a spell on a modern audience

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Xavier Caffrey is here to show me a magic trick. With a slim frame, knowing grin and an organized mess of tangled curls atop his head, the 22-year-old pulls out a deck of cards. Caffrey radiates positive energy.

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Put First Things First

Put first things first - a phrase that's easier said than done. In this busy world, it's very easy to lose sight of your goals.

And because it's impossible to have just one task on your list, you need to keep your ducks in a row. So, how do you do this?

There are different tools to help you put things first. But perhaps the best method is the Eisenhower Matrix.

The matrix was later popularized by the late Stephen Covey in his best-selling book "The 7 Habits of Highly Effective People."

Covey integrated ways to resolve professional and personal difficulties, thus the division of daily activities into four quadrants.

He incorporated this concept into what he called the third habit, which means to put things first.

Putting first things first encourages you to adopt a way of life where life should be celebrated without compromising your responsibilities.

What is the Third Habit

To fully understand the third habit, you need to revisit Stephen Covey's first and second habits.

The first habit talks about being proactive. Going after what you want in life. Being responsible for your behavior, result and growth. Knowing that you are accountable for the things you do.

The second habit is, to begin with the end in mind. This means being able to envision the things you want in life. Like a building that needs a blueprint, you also need to contemplate on the things that you want to achieve.

Now, this is where the third habit comes in. Putting first things first perfectly complements Habit 1 (be proactive) and Habit 2 (begin with an end in mind).

So, what does Habit 3 mean? It means to act on your ideas, vision, and goals. Now that you have established a vision and taken responsibility for your life, it's time to act.

However, the third habit is not focused on a single goal. On the contrary, it's geared toward long-term goals that reap tremendous benefits.

Habit 3 is said to be the key to fulfillment. If you put more weight on the things that matter and make it a habit to live a life of value, you will have achieved greatness.

How to Put First Things First

The secret to weekly planning is to make priorities. It's clear that working on your priorities with the bigger picture in mind (quadrant 2 tasks) contributes to your personal and professional growth. Everything else will follow.

A perfect example is the big rock-small rock principle. Imagine your life is a jar. If you put in the big rocks first, the smaller rocks will settle in the cracks, allowing them to fit into the jar. It's pretty much like how urgent things work their way through major tasks in real life.

To illustrate, here's a run through of a day with the "first things first" principle in mind. Note that this involves moving tasks from quadrant 1 to quadrant 2.

First, you determine the bigger goals you want to achieve in life. For example:

I want to be more focused

I want to improve my physical health

I want to become the best version of myself

After determining your goals, you start your day with the "big rocks" in mind. Following our example above, you will:

Practice meditation after waking up. Starting your day right will determine how the rest of your day will go. Meditation creates calmness and clarity, which makes you more productive.

After meditating, it's time to do some exercises to improve your physical health. This is important for you to feel alert and active throughout the day.

To become the best version of yourself, you'd want to dress up accordingly and present yourself neatly. This boosts your confidence and self-esteem.

The simple example shows how the small rocks will adjust if you prioritize your big rocks first.

This means focusing on your Q2 tasks - tasks that are important but not urgent - rather than the urgent and important tasks (Q1).

The irony of this is when you don't follow through on your Q2 tasks, they would eventually turn into Q1 tasks.

For instance, if you forget to exercise regularly, sooner or later you'll feel unhealthy until an emergency situation will force you to try exercising again.

Unless you want a constant crisis in your life, you must make it a habit to move quadrant 1 tasks to quadrant 2 tasks. Such is the importance of prioritizing your tasks.

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Put first things first ­- a phrase that's easier said than done. In this busy world, it's very easy to lose sight of your goals. And because it's impossible to have just one task on your list, you need to keep your ducks in a row. So, how do you do this?

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The Eisenhower Matrix: Introduction & 3-Minute Video Tutorial

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The Eisenhower Matrix, also known as Urgent-Important Matrix, is a decision making principle and productivity tool that helps prioritize your many tasks.

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With Weebly you can build an online portfolio that is unique to you with modern, fully customizable website themes. Add HD video, downloadable samples of work, image galleries, responsive splash pages, and more.

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Linfield College IDST 052 Career Planning

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What are you looking forward to the most about "The Flower Exercise?" 

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What are you looking forward to the most about "The Flower Exercise?" 

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I am most looking forward to learning about myself and starting a useful guide/plan for my future career.

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I am most looking forward to learning new things about me.

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What are key skills, assets, strengths that would like to add/ sharpen in your own personal toolbox? 

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What are key skills, assets, strengths that would like to add/ sharpen in your own personal toolbox? 

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WHMIS 2015 Pictograms The publication of the final Hazardous Products Regulation (HPR) by the Federal Government on February 11, 2015, commenced the alignment of Canada's Workplace Hazardous Materials Information System (WHMIS) with the UN's internationally agreed-upon system, the Globally Harmonized System of Classification and Labeling of Chemicals (GHS).

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Free personality test - take it to find out why our readers say that this personality test is so accurate, "it's a little bit creepy." No registration required!

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With Weebly you can build an online portfolio that is unique to you with modern, fully customizable website themes. Add HD video, downloadable samples of work, image galleries, responsive splash pages, and more.

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7 Entrepreneurs Who Built Businesses Off Their Love of Travel

What his company does: The Points Guy is a travel website covering travel and rewards tips, reviews and more. The site publishes pieces ranging from how to maximize your credit card points to travel guides for different areas.

How he got his start: Kelly's father was a consultant, and work required he travel frequently while his son was growing up. They often bonded over using the miles he stacked up to book family vacations, which sparked Kelly's love of points and their ensuing travel possibilities. After graduating, he snagged a job at Morgan Stanley traveling half the year for recruiting -- meaning he raked in hotel and airline points, earning elite status. Soon after, the financial crisis hit, and although Kelly wasn't laid off, he saw the window for growth opportunities disappearing. But another business idea was brewing. Co-workers often came to his cubicle for help planning trips.

"I was known as 'The Points Guy' at work," Kelly says. The first incarnation of his business plan was more "travel agency" -- people would pay Kelly $50 to help them make the most of their points -- but it wasn't scaleable. After friends' suggestions, he bought a blog domain with hopes of making some money on the side. In June 2010, a co-worker's developer husband showed Kelly the Wordpress ropes, set up his site and told him to blog consistently every day. "I didn't know what Wordpress or SEO was," Kelly says. "[This] was never in the realm of possibility when I started out."

How he turned a profit: Kelly balked at putting ads on his site at first because he didn't want to sacrifice quality on his passion project. He finally caved after a friend's urging, then began making $100 or $200 a month. But the real turning point came after the site hit 20,000 readers in February 2011. Chase Bank expressed interested in working with Kelly as an affiliate, offering him the chance to make $150 for every Chase credit card a reader signed up for via one of Kelly's links. He made $5,000 the first month.

Momentum spiked in April 2011, when a feature piece on The Points Guy in The New York Times coincided with one of Kelly's credit card blog posts going viral -- leading to $100,000 in profits that month and him quitting his day job. Kelly later sold the site to Bankrate, which was then purchased by Red Ventures, a company that combines data science with brand marketing. Kelly maintains creative control of the site, and since the sale, The Points Guy has redesigned its app and made changes to how it serves up content.

His secret to success: Kelly says that harnessing the power of social media was what set him apart from the other older blogs focusing on the same topic. It's important to be flexible, and you'll need to evolve with the times and seek out potential in platforms that might not have yet caught on. "You never want to be completely reliant on one platform," Kelly says, who recently put The Points Guy on Flipboard, a news and social network aggregator.

What he wishes he'd known: Kelly was hesitant to hire at first, so he brought people on to perform multiple roles each. But people don't often perform as well at multiple jobs as they do at just one -- even worse, it can lead to burnout or set employees up for failure. Good people management -- and hiring the right people -- is vital to success, Kelly says. "I was in recruiting and came from HR before this, but some of the biggest mistakes I take responsibility for are hiring the wrong people in the wrong roles."

Top consumer tip: Consumers looking to make the most of their points should know that "they're not frequent flier programs anymore -- they're frequent spender programs," Kelly says. In order to be smart with points, you've got to be smart with your finances -- so it's important to work on your credit score and pay off any credit card debt before embarking on a goal such as racking up travel rewards. If you're not paying off cards in full every month, the interest you'll accrue will essentially devalue any rewards you earn. "Understand where you spend your money, and then align your spend with the right credit card or credit cards," Kelly says.

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7 Entrepreneurs Who Built Businesses Off Their Love of Travel

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7 Entrepreneurs Who Built Businesses Off Their Love of Travel What his company does: The Points Guy is a travel website covering travel and rewards tips, reviews and more. The site publishes pieces ranging from how to maximize your credit card points to travel guides for different areas.

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How a Young Person Gets into the Music Industry

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How a Young Person Gets into the Music Industry

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Follow these steps for a less painful, less poverty-stricken professional life.

#1. Meet Anyone and Everyone You Can In This Business.

Before you're desperate for a job, before your loans are due, and before you need something from people, it's critical to start meeting people who are actually working in the industry. You will be investing heavily in your future network, one that will pay very rich dividends down the line. So take a bus, ride your bike, take a Southwest flight, or just Skype it if you must, but get in front of as many people that are willing to chat.

Start looking for people with interesting positions and companies, and start setting up 'informational interviews'. Influential, heavy-hitter status helps, though up-and-coming is also great, because you'll be rising with them and allies always help. Start by dropping an email, connecting over LinkedIn, or making a call. Meet over lunch, coffee, or just sit in someone's office and ask questions. You want to develop a sense for who these people are, what they're doing, and their take on the business.

Frankly, this has zero downside, and you'll be amazed at how many people will open their door, especially if you've taken the time to research and meet them.

Once in front of the person, make sure to actively listen, respect their time, take some notes, and think about whether you like this person's life. And, hand them your resume, even though you're not looking (and tell them that). Then, keep the connection warm after the meeting by sharing articles, updates, playlists, whatever (sparingly, don't spam!)

#2. Mentally Prepare Yourself for How Extremely Difficult This Business Is.

Old-line media companies are struggling with evaporating revenues, but the tech side is just as (if not more) brutal. This is an industry in extreme flux, and one that has seen a massive pie-shrink over the past 15 years. That means fewer jobs, less money for the people that have jobs, and typically less 'life stability' compared to more established (but boring) fields. It also means fewer successful startups, which translates into even lower job security and stability.

But that doesn't meant there aren't jobs and opportunities. It also doesn't mean you shouldn't accept the challenge, simply that you should consider your risk appetite and ability to stomach extreme uncertainty.

Most importantly, you need to understand that you are entering an extremely challenging and unstable business or you may succumb too easily to setbacks. Because for every Jimmy Iovine and Daniel Ek, there are thousands and thousands of people struggling, unemployed, or unable to gain traction in this business. Try to plot your course to become the exception, not the rule.

#3. Get a Degree.

The statistics on college are mind-numbing and discouraging; the realities of entering school are difficult for many individuals (and families) to stomach. According to a recent Wall Street Journal report, the average college graduate in 2014 harbored $33,000 in debt, which is double the amount 20 years ago (even factoring for inflation). Indeed, roughly 40 million Americans now have at least one outstanding student loan according to Experian, with 63 percent in some stage of delinquency or late payment according to a study released by the Federal Reserve Bank of New York.

On top of all that, the price of a college education is soaring: according to the College Board, college tuition across state and private institutions have ballooned more than 125 percent in the past thirty years, far greater than the growth of family wages.

So, skip college and start earning money immediately? That's not a wise decision, simply because a degree will still help you get ahead, in the music industry and most other industries. Recently-graduated 20-somethings do suffer high rates of unemployment relative to other age demographics, but that's always been the case. And college graduates are still way better off than those with only high school diplomas.

Yes, college is expensive, but skipping college is probably more expensive in the long-run. But how you shape and apply that college education is now more critical than ever...

#4. Expand Your Mind, but Keep Your Education Focused, Skill-Oriented, and Real World Oriented.

Renaissance learning, socializing and partying are all parts of the college experience. But they are also luxuries in a more difficult post-Great Recession environment. For that reason, it's critical to actively think and pursue a specialization while in undergrad, and balance that with 'softer' parts of the college experience. That means being more qualified and possessing more skills than other students at graduation, and therefore being more attractive to an employer.

If you're dead-set on being in the music industry, there are also music business degrees you can pursue. Our partner Berklee College of Music is one great option, and there are online options that are more targeted and cost-effective. All of which means that you're amassing critical skills and learning all of the specific areas of the music industry, which will be critical when you enter the real world.

Now, are you ready for the NFL?

#5. Develop the Real World Armor That Colleges Don't Provide Anymore.

If you're familiar with concepts like 'trigger warnings' and 'micro-aggressions,' then you're unfortunately familiar with a hyper-sensitive, overly-protective environment being cultivated a too many American college campuses today. Comedians like Chris Rock are skipping college tours for a reason: student bodies are now devolving into over-sensitive, easily-offended, and thin-skinned masses, with resulting graduates frequently too fragile to handle the real world.

Meanwhile, executives in the real world are just starting to catch wind of this issue, and spending extra energy to avoid hyper-sensitive, ultra-PC employees that distract for actual work and open liabilities to frivolous lawsuits and other distractions.

If this sounds familiar to you, understand it's not helping your future. As a quick measure, try getting off campus for at least one day a week. Interacting with professionals in the real world is a good first step, meeting actual music industry professionals and staying connected with them (see #1) will also better prepare you to graduate and get to work.

#6. Chart Your Course, But Avoid the Obvious Choices.

If you want a job at Spotify, fine. But understand that everybody wants a job at Spotify, and Apple Music, and Shazam, and SoundCloud. These are fun, hip, and connected environments that will impress your friends, but not if you can't get in. Do a little extra homework, and you'll find all sorts of less obvious opportunities, which means less competition and greater chance for advancement once inside.

You'd be amazed how many companies exist across touring, publishing, DIY, rights management, digital distribution, legal, and merchandising, just to name a few sub-categories. In fact, many of these companies aren't getting their doors beaten down, which greatly increases your chances of (a) networking with these companies (see #1), and (b) landing a gig with them.

Chase the niches.

#7. Read Everything.

Of course, read Digital Music News everyday! But also read everything else you can access, including publications and sites covering industry, music, culture, scenes, whatever.

But don't stop there. Read books like Steve Gordon's The Future of the Music Business, watch interviews with top industry players (and not-so-top industry players), and dive into research reports. Follow debates, releases, lawsuits, and trends. Develop a fine-tuned knowledge of the business, and develop your opinions on it.

Some of that will come from your education, but a large amount (perhaps a majority) will come from your own reading and research.

#8. Rock Stars Need Not Apply.

If you want to be a Rock n' Roll star or famous DJ, then go for it. In that case, your focus will be very different: you are basically playing a complicated lottery. Yes, the world sometimes rewards uncanny talent and hard work (Eminem gave his demo to Fat Joe six times, and was rejected every time), but most of the time, it doesn't.

That said, there are indeed winners, and sometimes, very big winners. That's great if it's you, but, learning the music industry while pursuing a musical career can only assist you regardless of the outcome. For starters, once you have traction as an artist, you'll understand the business and be that much less likely to get screwed by it (and yes, most artists get screwed). But you can also work in this business if things don't work out - or, even after they do and the fame dies down.

(Also, there's way, way more than being the frontman that gets laid. Even the biggest producers aren't well known to the public; they can go to a restaurant in peace and better afford it. Behind-the-scenes careers typically last longer, so think about that).

#9. Try to Get Real Industry Experience, Paid or Unpaid.

There's a huge amount of debate over whether unpaid internships are worth it (or even ethical). If you're slaving away on errands and busy work without meeting anyone or learning anything, then you're definitely wasting your time. But usually that's not the case, especially if you're taking initiative and getting college credit.

And, here's a little secret: the executives working at these companies understand that interns are making little-to-nothing, and that part of the value is that you should be learning. So, they're willing to help out and teach you things and help you network, especially if your attitude is good. Again, you'd be amazed at how many industry friends you can amass in this developmental period.

#10. Develop a Mentor Relationship.

These are stronger relationships with a more established, typically older professional, usually in the field you want to enter. And the benefits are incredibly strong: as the mentee entering the professional world for the first time, you gain an incredible perspective, valuable tips, and an expanded network. And for the mentor, the younger person offers fresh new insights, access to a different generational culture and outlook, and the the ability to expand the network to an up-and-coming set.

Down the road, you both will be strong allies. This is all win-win.

So, how to you find a great, life-changing mentor? Oftentimes universities have mentor programs, though you can also seek them out as you expand your professional relationships. Typically there's something you have in common, especially if you're in the same field. In the best case scenario, you have a great friend and ally in the professional world and beyond, for life.
I'll give a huge shout-out to Michael Lopez, my mentor for many years and currently a top management consultant for companies and organizations spanning Coca-Cola, Wikipedia, SanDisk, Stanford University, and Creative Commons among others. Trust me this is a good guy to know!
#11. Learn How to Interview Like a Rockstar.

For starters, get the basics straight or you won't even be considered. Resumes need to perfect and polished, cover letters triple-checked and polished.

Also, double-check all of your social media accounts, and either shut down accounts or make them private. Some people don't care about some risqué pictures, other people totally care. Then, make sure you survive quick online checks like a search on Google.

After that, you need to start learning how to interview effectively, because like test-taking, successful interviewing is part talent, part learned. Learn the most typically-asked questions, determine how to present yourself most effectively, and practice techniques for relaxing if you get nervous. And, practice interviewing, either informally (through 'informational meetings' or more professional conversations), or for jobs you're only lightly considering.

The worst thing is to jump into a serious job interview with little practice. You might lose out on a huge opportunity.

#12. Accentuate the Many Advantages of Youth.

Younger people are powering huge amounts of innovation, are oftentimes starting most innovative companies. In fact, they are actually preferred by investors to lead early-stage companies. There are many reasons for this, and it helps to recognize the strengths that young people often present:

(a) Greater energy and stamina.
(b) Looks.
(c) Critical cultural connection.
(d) Greater optimism/enthusiasm.
(e) Fresher thinking/unencumbered by past 'truisms'
(f) Fewer family obligations/mouths to feed (and lower salary demands)
(g) Greater ability to fail and take risks

These are all huge assets, but they should be subtly conveyed to your future employer. Be sensitive: an older person typically doesn't want to hear that younger people are typically better looking, even though it's true. But an older businessperson can definitely recognize that fresh thinking and enthusiasm are critical for any company, and they're oftentimes willing to take a lower-salary risk.

That said...

#13. Avoid the Horrible Qualities of Youth.

(a) Immaturity.
(b) Righteousness, emotional reasoning, black-and-white dichotomizing
(c) General irresponsibility.
(d) False knowledge of everything; condescension.
(e) Inability to comprehend or adapt to common workplace etiquette.

Among other issues.

Older people misbehave too, but they know better. So remember, it's an office, not a frat house. Stop hitting on the administrative assistant, don't get drunk at work-related events, and as a general rule keep overly-personal things out of it (who you're sleeping with, stories from Vegas, drug-related stuff, etc.)

Sometimes that's fun and cohort bonding, usually it's not. So err on the side of professionalism, take the high road, and interact with people as adults. You'll be respected back.

#14. And Yes, Start Your Own Venture, but Do Your Research.

Investors are typically scared of music-related startups, simply because of the licensing pitfalls and profitability problems they present (see SoundCloud and Spotify for easy examples of this). But music remains a wildly in-flux space, which spells innumerable opportunities and ideas that haven't been thought of. So think of those ideas, but please do your research before falling into the most obvious pitfalls.

At Digital Music News, we're constantly presented with start-up ideas that sound exactly like the last one. Artist DIY, for example, is a wildly over-saturated space with well-established, hyper-competitive players (want to compete with ReverbNation, for example)? Other companies are smartly investigating deep niches, and solving problems: our partner Dubset Media Holdings, for example, is smartly working on derivative licensing across recordings and publishing, and potentially opening huge new markets and possibilities for services like Spotify and SoundCloud in the process.

See the difference?

And, don't be stupid: start-up culture is now pop culture, but the realities are far less glamorous. You'll be spending virtually all your waking hours getting something off the ground, you'll constantly be stressing about money, investors, teammates, and competitors, and the chances of success are incredibly thin.

Maybe that makes success that much sweeter, but go into this with your eyes open.

#15. Listen to Your Parents, Then Ignore Them.

Most of the time, your parents are right. But they also came of age in a much different era, one that was frankly better for professionals. College was cheaper (see #3), and the economy was probably a lot stronger when they were coming of age (see 'the 90s'). The net result is that this isn't your father's economy, and it's definitely not your father's music industry. So take your parents' perspective and criticisms with a grain of salt, and keep plugging away.

#16. Be Upbeat, Be Positive, and Enjoy the Ride.

If this is a game, why not enjoy it?
I hope these tips were helpful to you! Please share some of your experiences, questions, feedback, or whatever in the comments section below. Image: Daniel Zedda, self-portrait, licensed under Creative Commons 2.0 Generic (CC by 2.0).

Berklee College of Music Dubset Experian Interviewing Jobs music industry ReverbNation

About The Author

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The Young Person's Guide to Getting Into the Music Industry

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Follow these steps for a less painful, less poverty-stricken professional life. Before you're desperate for a job, before your loans are due, and before you need something from people, it's critical to start meeting people who are actually working in the industry.

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How To Become A Special Effects Makeup Artist

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Sheryl Sandberg: Why we have too few women leaders

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Facebook COO Sheryl Sandberg looks at why a smaller percentage of women than men reach the top of their professions -- and offers 3 powerful pieces of advice to women aiming for the C-suite.

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The rise of the social employee: Mark Burgess at TEDxNavesink

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Every year brings unique and sometimes wacky new workplace initiatives. 2018 brought us examples such as such as implanting RFID microchips in employees or only allowing them to expense vegetarian food, but there are also important trends that you might see arriving in your workplace in 2019. Some of the more creative initiatives we have seen are Vermont offering a $10,000 incentive for remote workers to move there, and an insurance firm in New Zealand conducting an academically rigorous trial of a 4-day work week with great success.

From welcoming a new generation into the workforce to understanding how your company collects data about you, these are the 5 biggest workplace trends that you'll see as we move into 2019:

1. Gen Z is joining your workforce

Gen Z is rapidly joining the workforce with the oldest members of the generation being 23 years-old. They're expected to comprise up to 36 percent of the global workforce by 2020, and companies are adapting their people strategies to ensure that they can attract and retain young talent. These new entrants are digital natives who expect strategic use of software and technology in the workplace, as they are the first generation to grow up entirely in an internet-centric society.

Even if you're not a member of Gen Z, you'll start seeing software strategies, solutions and training trickling into your workplace because if your organization doesn't offer them, Gen Z will find an employer that will in short order. The flipside of their technological competence will be a decrease in soft skills such as professional written communication and somewhat ironically, an emphasis or preference for in person meetings versus electronic. As a teammate you can help their transition into the workforce by making sure that you listen to their ideas and being transparent with them from day one. Being aware of Gen Z's idiosyncrasies can assist you in integrate them into your existing team more quickly and efficiently, and help ensure your workplace is the right fit for everyone.

2. Your 100-year life span

In addition to focusing on young employees joining the workforce, a similar emphasis is being put on shifting career and life paths across all generations. In developed nations with more access to effective healthcare, more and more people are reaching their 100th birthday, meaning that careers will be longer than we've ever seen before. Companies and their employees are planning for rising retirement ages by reviewing the role of pensions, benefits and physical or schedule accommodations for older and more senior employees. As an example, Japan expects half of all babies born currently to live to or past 100 and is taking the idea of the "100 Year Life" so seriously that Shinzo Abe's cabinet worked between September 2017 and June 2018 to create a formalized structure for a 'Human Resources Revolution'. The plan will allow the government to provide businesses and educational institutions support aging workers with initiatives such as increased pensions and medical supports.

If you are looking for career growth, consider asking your manager about moving horizontally across your organization instead of just aiming for the traditionally vertical promotion. With people changing careers and jobs more frequently throughout their longer life spans, companies are preparing for a more dynamic workforce with workers looking to continually expand their skillsets cross-functionally. Diversifying your resume and skillset will allow you to contribute to your business, while also giving you increased job security and flexibility across what could be a very long career.

3. Be better than good. Period.

As a lot of tech and retail giants have seen recently, doing good isn't good enough. With a tumultuous global political climate, and governments that respond to crises at the pace of moving glaciers with little accountability it is up to business leaders to pick up the slack and as such, corporate social responsibility (CSR) has become more important than ever. Societal expectations and employee demands are becoming the rules by which companies must now operate, and they must be willing and ready to respond to these new demands. Amazon and Target launching livable wage initiatives setting minimum wage targets of $15/hour following public outcry is a perfect example. Employees' ethical concerns also have an increasing presence in strategy, an example being Google's recent scrapping of a Pentagon cloud computing proposal after employee outcry over the possible weaponization of AI.

Companies are increasingly working to align their mission, vision, and values with those of their employees. However, 56 percent of organizations don't have CSR as a priority and you have the voice and ability to be a part of bridging that gap. If your company doesn't have any CSR programs in place, consider suggesting a potential CSR initiative. CSR comes in many forms including providing livable wages, supporting environmental sustainability initiatives, facilitating community programs, charitable donations, volunteering, or getting a certification of social responsibility (i.e. becoming a B Corp).

4. Prepare for the rise of the gig economy

It's no secret that the gig economy - comprised of individual contract or project work - is on the rise at the same time as many companies are seeing increased turnover. You may have seen the effects in your own workplace. Employee engagement is low globally, and in addition, younger employees indicate that they are significantly more likely to leave their organization within five years than to stay beyond five years. Because of these factors, businesses are now moving away from trying to keep employees around longer and are instead reducing costs associated with turnover and embracing the gig economy. It is particularly prominent in industries that have changing labor demands for different projects - one project may need 15 people while another may need 150.

While the flexibility and control offered by contract or gig work can seem appealing, it is important to be aware of the limitations and challenges it represents versus full-time employment. Contract workers often don't receive health benefits and generally have less job security which may necessitate a shift in the way that the workforce approaches employment decisions. For example, families may need to have one spouse working in a traditional or full-time role to ensure their family receives health benefits coverage, leaving the other partner free to participate in individual contracts and projects. As well, if you are working in the gig economy ensure you are consistently developing a diverse and current skillset to remain competitive.

5. All about you (and your data)

Consumer data has been a hot-button issue as businesses use it to inform their decisions, but companies are now starting to gather more employee data for similar purposes. Employee data has historically been used to inform people strategies such as recruitment, retention, performance management and training. With more tech and social media in the workplace, employers have a greater ability to collect and evaluate employee behaviors. Some companies are analyzing communication patterns on internal messaging systems, tracking geographical locations, and giving their employees health trackers to collect health data.

Health tracking in particular is expected to see significant growth as smart watches with health tracking functionality like the Apple Watch are now being included in employee wellness plans. It is anticipated that by 2021, 90 percent of wellness plans in the U.S. will include health trackers.

As an employee it is advisable to be aware of what data your employer is gathering and what they're using it for. Collecting data without compromising employee trust is imperative, and businesses must be transparent about what they are collecting and using your data for. It may be a cause for concern if they are not communicating the strategies and initiatives that justify their data collection. Most often there is no cause for alarm, but it is important for employees to educated and informed regarding data collection, just as they would in their personal lives.

As the workplace continues to evolve to meet rapidly shifting demands, it increasingly falls on employees to be self-advocates and educators to avoid being left behind. Continuously expand your skillset, stay open-minded to new individuals and experiences, and understand how you fit into the future of your workplace to remain competitive as we move into 2019 and beyond.

- By Debby Carreau, CEO of Inspired HR and a member of the CNBC-YPO Chief Executive Network
About YPO
CNBC and YPO have formed an exclusive editorial partnership consisting of regional "Chief Executive Networks" in the Americas, EMEA and Asia-Pacific. These Chief Executive Networks are made up of a sample of YPO's global network of 26,000 top executives from 130 countries who are on the front lines of the economy and run companies that collectively generate $9 trillion in annual revenue.

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Debby Carreau, CEO of Inspired HR and a member of the CNBC-YPO Chief Executive Network

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5 of the biggest workplace trends to watch in 2019

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Demographic shifts and technological innovation have led to major changes in the workforce. These five trends will reshape the workplace in 2019. They are: the rise of the gig economy; Gen Zers entering the workforce; seniors extending their careers; companies aligning jobs with a social mission and using data analytics to track employees.

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3 min read

Opinions expressed by Entrepreneur contributors are their own.

As we look towards 2019 and reflect on the year that was, it's interesting to note that many of the workplace trends that come to mind for the next 11.5 months aren't new but instead topics that grown and built upon what were emerging trends of previous years.

Most of these trends lean toward adapting to the changes in the employee landscape and acknowledge the blurring of the lines between an employee's professional and personal lives and the impact they have on one and other. We asked Vu Tran, the co-founder of GO1.com, a training marketplace firm, what the workplace of 2019 will look like.

Here's what he had to say. Edited excerpts:
Improving workplace happiness
As leaders in our organizations, we have an obligation to our employees not just in terms of their physical safety and wellbeing but their emotional health as well. We've have noted a significant increase in the number of companies searching for training around key areas related to resilience, improving mental health in the workplace and even mindfulness training for employees.
Evolution of AI
AI and machine learning are becoming more and more part of our everyday lives through interaction with products and services from Google, Facebook, Amazon, Microsoft, Apple. As a result, the emergence of AI in the workplace whether it be through HR and learning tools through to even using AI to manage our own email inboxes, there is a growing expectation that AI in the workforce will be harnessed to not only make employees more productive, but reduce the need to execute mundane tasks or those which can be automated. This, in turn, allows employees to have more time to focus on problem solving and creativity and ultimately deliver greater value to their organizations.
Further focus on training and up-skilling
With a more mobile global workforce than we've ever had before, the desire and need to up-skill and learn has emerged as a key driver around an employee's choice to stay or move on to new jobs. As a result, not only does workplace learning play a fundamental role in nurturing great talent and building high-performance teams, professional development and training will also continue to play a key role in retaining great talent as well.
Workplaces becoming greener
As generation X and millennials emerge to become the bulk of our workforce, their values around sustainability and the environment will mean that workplaces will inevitability become greener and cleaner. As the competition for top tier talent continues to grow employees will continue to look for workplaces that align with their values and beliefs including those around sustainability and environmental responsibility.

Remote working

Substantial advancements in communication technology over the last decade with the emergence and rapid uptake of products such as Skype, Slack and Zoom have made the ability to work with remote teams not only easier but an integral aspect of almost any modern business. This combined with a growing shift in an employee's desire to find a sustainable work-life balance along with the greater representation of women, mothers and indeed parents in the workplace has meant that the ability to work from home or work remotely has transitioned to the new norm for many organizations.
This story is part our special series on the new trends of 2019. To know what the coming year has in store for AI, click here.

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What the Workplace Will Look Like in 2019

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3 min read Opinions expressed by Entrepreneur contributors are their own. As we look towards 2019 and reflect on the year that was, it's interesting to note that many of the workplace trends that come to mind for the next 11.5 months aren't new but instead topics that grown and built upon what were emerging trends of previous years.

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2018 was filled with amazing advancements that have transformed the workplace and revolutionized the way how we work.

1. The rise of Augmented Reality.

Augmented Reality (AR) blends digital data with your physical surroundings. It first caught our attention with the launch of Pokemon Go!

While much of the AR applications coming out are still in the forms of games and entertainment, companies are now slowly incorporating AR technology into their business operations. Porsche, for example, now equips their auto mechanics with AR goggles to use while they're doing repairs. Through these goggles, Porsche's mechanics receive visual guidance to quickly repair their vehicles with the help of remote engineers and designers.

IKEA is another company that's embraced AR technology. They recently rolled out a mobile app called " Place " as part of their marketing strategy.

This allows users to virtually try out different pieces of furniture from their catalog to see if it will fit in their home. As a result, their customers become more confident making a purchase.

2. A shift in the use of predictive analytics.

Predictive analytics platforms and tools have played a valuable role in helping startup founders anticipate future patterns and trends in their industry. With this information, they can adequately align their marketing strategies to increase their chances of getting ahead of their competitors.

In 2019, the use of predictive analytics will no longer be confined to product development, marketing, and sales. HR managers will start using predictive analytics to pinpoint factors and situations that significantly affect employee engagement and retention rates so that these are appropriately addressed.

Not only will this mean more engaged and productive team members in your startup, but also reduce employee turnover.

3. Increase levels of cybersecurity.

The recent hacking of the now-defunct Google+ and Facebook proves that hackers and cybercriminals are more aggressive than ever.

We live in a world where our work and personal activities are stored as nuggets of data. Because of this, startups and established companies need to step up their game to provide their customers and employees with reliable and secure networks and devices to protect their privacy.

4. Remote working will be the norm.

With access to the internet now becoming an integral part of our daily lives, future work experts pointed out that this will "profoundly affect the way we work."

We've already seen this happening in 2018 with remote working now becoming a standard across multiple industries due to benefits such as free time, increased work-life balance, and a flexible work schedule.

Already, 87% of HR managers consider providing employees with the option to work remotely as an integral factor to employee satisfaction and retention. In fact, 37% of employees that participated in a survey done by Global Workplace Analytics said that they would be more than happy to receive a pay cut of 10% in exchange for being able to work from home.

Michelle Dennedy, Chief Privacy Officer of McAfee, points out that this workplace trend requires companies and startups to shift their perspective when it comes to evaluating the performance of their employees. Rather than focusing on the amount of time an employee stays in the office, Dennedy recommends focusing on the amount and quality of work accomplished.

"[The future workplace] be more results-based, not showing-up-based," Dennedy said. "Good ideas will come from critical and creative thinkers and fuelled by art and music as well as maths and engineering."

5. A more diverse workplace.

As more companies and startups embrace remote working as the way they do business, this will also lead to a more diverse workforce not just regarding ethnic backgrounds but also in age.

These days, senior citizens are proving that they are still capable of working and living life to the fullest. Recent economic trends are also now forcing many of them out of retirement. So while there's the potential for friction between generations on how they use technology, the experience, and expertise that senior citizens can offer may prove to be a valuable asset for up-and-coming startups.

6. A world dominated by AI.

Back in 2013, Carl Benedikt Frey and Michael Osborne predicted that 47% of jobs would be lost to robots in 20 years. However, this may happen sooner than expected.

If 2018 marked the beginning of the use of Artificial Intelligence (AI) in the workplace, 2019 would be the year when we will see it start to take over.

Aside from streamlining workflows and increasing productivity levels, AI will start to get smarter. We can see this with the advent of Natural Language Processing (NLP). It's an AI that understands the language we humans naturally use. That means that it can understand slang words, abbreviations, and even mispronounced English words and process these pieces of information into data. Businesses, in turn, can use these data to make better decisions that will benefit both their customers and employees.

AI-powered workflow processes also now make it easier for business to develop, run, and monitor marketing campaigns to maximize their results and be in a better position to achieve their goals.

The downside to this is that we now have developed the technology to replace humans with robots. While much of these jobs involve carrying out routine and repetitive tasks, some high-skilled workers are also potentially at risk of being replaced by computers and robots soon.

7. Co-working spaces are no longer just for startups.

Co-working spaces became popular with the rise of tech startups. Aside from helping them cut back on their expenses, tech startups found that working here makes them more creative and more productive.

Because of this, we can expect that in 2019, small business owners from other industries and even freelancers will begin to start holding office in co-working spaces.

With more companies letting their employees work remotely, they now have the freedom to choose where they want to work. Home will be their first option. However, now and then, they would want to work in a co-working space where they can have access to technologies that may be out of their budget or work in a social environment where they can do a bit of networking and, eventually a collaboration.

Today's workplace is morphing into a dynamic and mobile environment driven by technology. And it's changing dramatically before our very eyes.

The good news is that you still got a few weeks left before 2019 comes, so you can adjust and adapt your startup or business and be ready to ride the wave of these workplace trends as they happen.

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The Future Workplace: 7 Trends to Watch Out For in 2019 - Thrive Global

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2018 was filled with amazing advancements that have transformed the workplace and revolutionized the way how we work. 1. The rise of Augmented Reality. Augmented Reality (AR) blends digital data with your physical surroundings. It first caught our attention with the launch of Pokemon Go!

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What are 5 workplace trends found out about in the articles?

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What are 5 workplace trends found out about in the articles?

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2019 Workplace Trends Entrepreneurs & Business Owners Should Watch For

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2019 Workplace Trends Entrepreneurs & Business Owners Should Watch For

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Each year brings new innovations and ideas that disrupt how companies operate and conduct business. In a constantly changing world, it's important for business owners to stay on top of societal changes and what employees value in order to be successful. Failing to adapt to new workplace trends can actually end up hurting a business. Whether you are an entrepreneur starting your own company or a long-time business owner, here are the trends shifting the workplace in 2019 to watch for that could affect your business:

Gen Z Entering the Workforce

Generation Z makes up the population that was born from the mid-'90s to the early 2000s. There are 61 million people in the U.S. that account for this age group, making it larger than Generation X. Gen Zers are now in their early twenties, and have grown up technologically savvy and in fast-paced environments. They are now beginning to enter the job market. Business owners looking to hire employees from Gen Z should adjust their training and office practices for more efficiency - such as expecting them to learn best from short, instructional videos. Individuals from this age group also come with a different set of skills and mindsets than past generations and can help companies thrive in today's society. Before a hiring manager turns down someone from this age group for lack of experience, they should look more closely at the skills that this age group can bring to the table!

Remote Working Continuing to Rise

By 2025, . Remote working is on the rise and will soon be considered the new normal. Co-working spaces popping up in every city are allowing employees to work outside of the office. Employees are using this newfound freedom to have better control over their day and to have the flexibility to allow their personal and professional sides exist side by side more peacefully. Not only does this new way of working help employees to find a renewed passion for their jobs, it can provide employers with benefits, too. One remote working will rival the traditional, fixed office location working environment, according to Silicon Republic study found that remote workers tend to work longer hours - meaning productivity will increase. Employers can also expect to save on some expenses, such as office space and furniture. Businesses can now find more desirable and better fit employees for their positions as they can expand their search outside of their local city.

Increasing Need for A Social Mission

In the current socio-political climate, employees are no longer looking for a company with just a pretty face. They want to work for companies that uphold values and put social purpose into priority. Corporate social responsibility is a term that is used a lot in business programs, but companies must actually put it into action. Companies can create a social purpose through community service, partnering with a purposeful organization, and incorporating a purpose into their overall company mission. Employees want to be proud to work for a business that stands behind an issue. According to Forbes, this trend is being pushed by millennials who are more likely than other generations to to engage in philanthropic causes, and now currently make up the largest percentage of the workforce.

Employees Looking for Better Work Life Balance & Other Perks

Since unemployment rates are extremely low, companies need to keep their employees satisfied and happy to prevent them from taking their skills to another company. One major thing employees are looking for is a better work-life balance and better perks in day-to-day activities. In the past, employees were expected to work late nights and long weeks without ever prioritizing their well-being. This has contributed significantly to employee burnout. Employees are now demanding more time for hobbies, friends, and self-care. Employees who feel they are being respected and appreciated by their managers can be trusted to work harder and more productively. Developing a better work-life balance for employees includes flexible work schedules, compressed work weeks, remote working, and on-site amenities!

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2019 Workplace Trends Entrepreneurs & Business Owners Should Watch For

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Each year brings new innovations and ideas that disrupt how companies operate and conduct business. In a constantly changing world, it's important for business owners to stay on top of societal changes and what employees value in order to be successful. Failing to adapt to new workplace trends can actually end up hurting a business.

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Curious heart. Creative soul. Hola! Aubrey from The Love Assembly here. Wander through a world of Travel Diaries, Inspiration and Style from an Australian tr...

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1. Diverse Workplace
2. Augmented reality/Virtual Reality
3. Remote Working
4. Generation Z entering the workplace (youthful, innovative, tech-savy and knowledgeable about modern society)

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What are the 3 timeless rules for making decisions?

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I perused the restaurant menu for several minutes, struggling with indecision, each item tempting me in a different way.
Maybe I should order them all . . .
Is this a silly decision not deserving deliberation? Maybe. But I bet you've been there. If not about food, then about something else.

We spend an inordinate amount of time, and a tremendous amount of energy, making choices between equally attractive options in everyday situations. The problem is, that while they may be equally attractive, they are also differently attractive, with tradeoffs that require compromise. Even when deciding between kale salad (healthy and light), salmon (a heavier protein), and ravioli (tasty, but high carbs).

If these mundane decisions drag on our time and energy, think about the bigger ones we need to make, in organizations, all the time. Which products should we pursue and which should we kill? Who should I hire or fire? Should I initiate that difficult conversation?

These questions are followed by an infinite number of other questions. If I am going to have that difficult conversation, when should I do it? And how should I start? Should I call them or see them in person or email them? Should I do it publicly or in private? How much information should I share? And on and on . . .

So how can we handle decisions of all kinds more efficiently? I have three methods that I use, two of which I talk about in my book, Four Seconds, the third which I discovered last week.

The first method is to use habits as a way to reduce routine decision fatigue. The idea is that if you build a habit -for example: always eat salad for lunch - then you avoid the decision entirely and you can save your decision-making energy for other things.

That works for predictable and routine decisions. But what about unpredictable ones?

The second method is to use if/then thinking to routinize unpredictable choices. For example, let's say someone constantly interrupts me and I'm not sure how to respond. My if/then rule might be: if the person interrupts me two times in a conversation, then I will say something.

These two techniques - habits and if/then - can help streamline many typical, routine choices we face in our lives.

What we haven't solved for are the larger more strategic decisions that aren't habitual and can't be predicted.

I discovered a simple solution to making challenging choices more efficiently at an offsite last week with the CEO and senior leadership team of a high tech company. They were facing a number of unique, one-off decisions, the outcomes of which couldn't be accurately predicted.

These were decisions like how to respond to a competitive threat, which products to invest more deeply in, how to better integrate an acquisition, where to reduce a budget, how to organize reporting relationships, and so on.

These are precisely the kinds of decisions which can linger for weeks, months, or even years, stalling the progress of entire organizations. These decisions are impossible to habitualize and can't be resolved with if/then rules. Most importantly, they are decisions for which there is no clear, right answer.

Leadership teams tend to perseverate over this sort of decision for a long time, collecting more data, excessively weighing pros and cons, soliciting additional opinions, delaying while they wait - hope - for a clear answer to emerge.

But what if we could use the fact that there is no clear answer to make a faster decision?

I was thinking about this in the offsite meeting while we were discussing, yet again, the same decision we had debated in the past about what to do with a certain business, when the CEO spoke up.

"It's 3:15pm," He said. "We need to make a decision in the next 15 minutes."

"Hold on," the CFO responded, "this is a complex decision. Maybe we should continue the conversation at dinner, or at the next offsite."

"No," The CEO was resolute, "We will make a decision within the next 15 minutes."

And you know what? We did.

Which is how I came to my third decision-making method: use a timer.

If the issues on the table have been reasonably vetted, the choices are equally attractive, and there is still no clear answer, then admit that there is no clearly identifiable right way to go and just decide.

It helps if you can make the decision smaller, with minimal investment, to test it. But if you can't, then just make the decision. The time you save by not deliberating pointlessly will pay massive dividends in productivity.

Hold on, you may protest. If I do spend more time on it, an answer will emerge. Sure, maybe. But, 1) you've wasted precious time waiting for that clarity and, 2) the clarity of that one decision seduces you to linger, counter-productively and in fruitless hope for clarity, on too many other decisions.

Just make a decision and move forward.

Try it now. Pick a decision you have been postponing, give yourself three minutes, and just make it. If you are overwhelmed with too many decisions, take a piece of paper and write a list of the decisions. Give yourself a set amount of time and then, one by one, make the best decision you can make in the moment. Making the decision - any decision - will reduce your anxiety and let you move forward. The best antidote to feeling overwhelmed is forward momentum.

As for my lunch, I ordered the kale salad. Was it the best choice? I don't know. But at least I'm not still sitting around trying to order.

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3 Timeless Rules for Making Tough Decisions

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I perused the restaurant menu for several minutes, struggling with indecision, each item tempting me in a different way. Maybe I should order them all . . . Is this a silly decision not deserving deliberation? Maybe. But I bet you've been there. If not about food, then about something else.

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What are some of the key learnings here?

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So, you're deciding between taking a job near you that pays less but keeps you closer to your family, or one on the West coast that pays more but where you don't know anyone. Or maybe you're trying to decide about whether to end a relationship, or what refrigerator to buy. It's easy to feel flooded with all the information, overwhelmed by all the conflicting emotions. But at its base, decision-making is about problem-solving in the dual sense that the decision you are trying to make is a solution to an emotional or practical problem, and the process itself is a problem-solving exercise.

Here are some suggestions to help get you get off the fence on both fronts regardless of big or small your decision may be:
Figure out what is at the top of your list
This is the most important part of the process and often the most difficult; once you figure this out everything else more easily falls in line. Here you want to think big - what's most important to you about a job, a relationship, a refrigerator? Money, experience, career ladder, location. Calm personality, has the same vision of future or same religious beliefs. Has a side or bottom freezer or doesn't cost a million dollars? What is the problem that you are looking to find a solution for? Take your time sorting through this.
Sort out means and ends
Taking the job on the West coast may be the means to get more experience in your field; leaving the relationship may be the means to handle relationships problems that don't seem to have any other solution; buying the refrigerator is the means to keeping food cold. Or they may be an end - living on the West coast has always been a life goal; leaving a relationship gives you the independent life you have been craving for years; buying the perfect refrigerator, after struggling with whatever one you inherited, has been a dream.

Sorting out the wheat from the chaff, the means from the ends, can help you further define what is at the top of your list. If you find that one factor is more a means than an end, you now can stay focused on what you ultimately are seeking, and begin to brainstorm other ways of getting there.
Sort out shoulds, wants, values
But wait, there's more. You also want to sort out your motivational drivers, shoulds vs. wants. The perpetual conflict between these two and can leave you confused and torn. Shoulds are about rules and expectations that you likely inherited from parents, etc.; they fill up your head, can cause you to feel guilty if don't follow them. If you base your job decision on the notion that you should live near your family, you'll avoid guilt - you are, after all doing the right thing. But shoulds can carry you only so far; if your wants - those desires, those gut reactions - are left out of the equation, you may eventually begin to feel regretful or resentful because the life that you're living, though a "good"one, is not your own. It's often best to start by being clear about what you want.

And then consider your values. Unlike shoulds, values aren't inherited from those other people, but instead are your core beliefs about what is important in life, how to best live your life. If your values say that, yes, being near family is always important, that relationships are about commitment, then you are running your life the way you want to.

The challenge here is sorting through this. If you start to get overwhelmed by too many choices, too contradictory pro-and-con lists, it's time to take some deep breaths, settle, and drill down to your emotions. What do you want? What are your values, your vision of life? See what registers in your gut.
What's the worst that can happen
Figuring out the top-of-the-list, the shoulds and wants, the means and ends can help you zero in on what you are most striving for. But there is often another hurdle in this decision-making process: being stopped in your tracks by imagining what will happen if you make the wrong decision - that you'll move to the West coast, miss your family, and lapse into a depression; that you will leave the relationship, never find another partner, and forever regret that you didn't try harder; that for all your careful research, the refrigerator will turn out be more expensive but not much better than the ones you disliked all those years.

The way to put this worst-case-scenario thinking to rest is to solve the worst-case scenario in advance. Come up now with a Plan B if you find that being away from family is just too difficult, if you regret leaving the relationship, or you find that you don't like the refrigerator after all. By brainstorming options and having a plan in place, you reduce the pressure of making the perfect decision or the worry about feeling forever trapped by whatever decision you make.
And if you can't get what you want
You decide on the West-coast job, to leave the relationship, to get that side-by-side refrigerator, but then find that you're blocked from getting what you want - you aren't offered the job, you feel you can't financially afford to leave the relationship, the company that makes the refrigerator you want goes out of business.

This, too, is about having a Plan B, but often about transforming the dream. Ask yourself what what you wanted represented to you, what larger psychological and emotional need it filled. Here you may find yourself thinking that the West coast represented and offered an opportunity to break away from your past and become your own person; that leaving the relationship would free you from responsibilities that you no longer wanted to deal with, and lead to a simpler lifestyle; that the refrigerator wasn't really about refrigerators, but getting, for a change, what you wanted, rather always having to settle for what you got. Once you realize the larger need underlying your decision, you can now begin to find other ways of bringing these larger needs into your life.

Decision-making is not only about sifting through choices, but sifting through your needs and fears. Ultimately, decisions are steps towards creating the life you want.

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So, you're deciding between taking a job near you that pays less but keeps you closer to your family, or one on the West coast that pays more but where you don't know anyone. Or maybe you're trying to decide about whether to end a relationship, or what refrigerator to buy.

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Here's a talk that could literally change your life. Which career should I pursue? Should I break up -- or get married?! Where should I live? Big decisions like these can be agonizingly difficult. But that's because we think about them the wrong way, says philosopher Ruth Chang.

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"Make Tough DECISIONS!" - Tony Robbins (@TonyRobbins) - #Entspresso

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We have all changed someone's life -- usually without even realizing it. In this funny talk, Drew Dudley calls on all of us to celebrate leadership as the everyday act of improving each other's lives.