Three things that will make you happier, healthier and more successful

Three things that will make you happier, healthier and mora successfulThree things that will make you happier, healthier and more successfulAs humans, were really good atbeing hard on ourselves. It can be easy to look at what we didnt do - whether thatsnot getting enough sleepor making it to the gym - and convince ourselves its too late to start a new habit. But heres the thing Not doing something in the past doesnt mean you cant do something in the future. As clich as it sounds,every day is a fresh startand our chance tocreate a new habit, whether itsscheduling a walking meetingat work, or arranging our evening so we canget to bed at a reasonable hour. Here are three simple things that we can all start doing today that will make us notably happier, healthier, and more successfulFollow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreStart exercising even if you havent beenAs children, it was relativ ely easy to bephysically fit, between our boundless energy, constant opportunities to play with other kids, and the state-mandated physical activity of gym class. But as we age, it becomesharder to make exercise a priority. If youre not in the habit of scheduling regular workouts into your week, you may think its too late.But, according to a largenew study from the National Cancer Institute, its definitely not. The research found that people who started exercising in midlife enjoyed the saatkorn protection against mortality as people who had always worked out. (Just note that it also works the other way If you stop exercising in midlife, all the mortality points you may have racked up earlier on in life go away.) So get and/or stay movingStart prioritizing your sleepLike exercise, its entirely possible to develop good sleep hygiene later in life, even if your sleep habits havent been the best up until this point. Its a common misconception that people need less sleep as they age,acc ording to the National Sleep Foundation, though our sleep patterns can change. The key is to pay closer attention to our sleep architecture - recognizing what prevents us from falling and staying asleep - and solving for those issues. If youre having trouble winding down at night, you might want to try one of ourThrive Microsteps(small, science-backed behavioral changes that can make a big impact), like turning off your electronic devices a half hour before bedtime, or taking a hot bath or shower to help you transition into sleep mode and symbolically wash the day away.Sleepis certainly anintegral part of our physical and mental health, but getting enough shut-eye can also make us better and more successful people. According toThrive Globals Sleep Editor-at-Largeand CEO of Sleep Number,Shelly Ibach, sleep is deeply connected to our kindness and relatedly, our ability to form and maintain meaningful connections with others. When were well-rested, were more present in our interactio ns. We take more time to listen. Were more available. And presence leads to kindness. It enables us to connect in a way that brings joy to both parties, shewrote in an article on Thrive.Start a daily gratitude practiceBeing thankful should not be relegated to one Thursday in November - itssomething we should practiceon a daily basis. And, like exercising and getting more sleep, its something thats free, never too late to start, and available immediately. So why should we take the time to practice gratitude? For starters,it can improveour physical and emotional well-being, as well as our relationships with others, according to Robert Emmons, Ph.D., professor of psychology at the University of California, Davis, and author ofThanks How the New Science of Gratitude Can Make You Happier.In his research, Emmons had participants - ranging in age from 8 to 80 - use a gratitude journal, where they wrote down things that made them feel grateful, and noted that many of them began feeling th e positive changes within just three weeks. He found that people who practice gratitude experience a wide range of benefits, including stronger immune systems, lower blood pressure, feeling more awake and alert, being more optimistic, beingmore forgiving, and feeling lesslonely and isolated- among many others. Even if you dont write down what youre grateful for, justtaking a minute to pause and reflecton it can have a big impact on your day and for your overall well-being.This article originally appeared on Thrive Global.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

This is why you arent achieving success despite working super hard

This is why you arent achieving success despite working super hardThis is why you arent achieving success despite working super hardOftentimes, we find ourselves hitting a brick wall. So much time has been spent on pursuing a target, a goal and our wants. We ask ourselves Why do I work so hard but yet I dont achieve success? Subsequently, we narrow our focus so intensely to achieve that goal till we eventually blind out all other opportunities and happenings that pass us by.For those of you who are unfamiliar with the term blinders, it is akin to the leather or plastic cups which are distribution policyd on the side of a horsess eyes (sometimes called blinkers) to prevent them from looking to the rear or the sides and basically to keep them from being distracted but instead, keep them focused on whats in front.Metaphorically, fruchtwein of us stay focused by having blinders on our eyes, blocking out everything else that do not seem to lead us to where we want to be or have.Now, here are three ways to remove those blinders 1. Loosen your gripThe very reason why we place blinders on ourselves is because we are so certain of the way we do things. We are so convinced that the methods we are using and the targets we set for ourselves are the right ones. As a result, we hold on very tight to them and narrow our sight dramatically. At times, being ultra-persistent may prove useful, but at other times, it may just lead you to that brick wall again and again.The first step to remove those blinders would be to loosen our grip. Let loose of our fixed ideologies and allow other ideas to flow in. Imagine yourself gripping an object tightly. So tightly, that your palms start to sweat and the object seemingly becomes harder to grip.The very same principle applies here, hold on too tight to our goals and well find it harder to achieve.2. Open yourself up to the ideas you are most againstRemember the last time you immediately shut out an idea that you didnt think will work? Wel l, bring that idea back to the workbench and reevaluate it. Most of the times, we are quick to dispel ideas that are out of our comfort zone and only embrace those that are aligned to the ways that we believe are right.Dont forget that most successful ideas were the ones that went under the radar.3. Stop, drop and start afreshIf all else fails, one of the best ways to avoid wearing blinders on ourselves would be to stop whatever you are working on, or even drop it and start afresh. Sometimes, our path has become so convoluted with failure and negativity that we often fail to reach our goal and spend most of our efforts and time to solve those problems instead.Clean out the palette and the drawing board. Venture out into stuff that you have little knowledge on. Start over and youll start to see that there is more behind those blinders.This post was originally published on Quora.com.

Heavy Lifting The History of the Elevator Code

Heavy Lifting The History of the Elevator Code Heavy Lifting The History of the Elevator Code The use of cranes and other types of mechanical lifting equipment grew in step with the growth in freight railroading and shipping at the beginning of the twentieth century.Guidelines for the safe design and operation of cranes were elend yet in place, and the high incidence of injuries to dockworkers, railroad yardmen, and factory workers was of concern to a variety of organizations, including the Locomotive Crane Manufacturers Association and the Association of Iron and Steel Electrical Engineers, as well as to the U.S. Department of the Navy, and other government agencies, including the U.S. Department of Labor, which was formed in 1913. By 1920, these groups were pressing hard for worker protection and safety.ASME was a key player in the discussion. The society formed the ASME Safety Code Correlating Committee to expand on an eight-page document, Code of Safety Standards for Cranes, deve loped in 1916. ASME also helped coordinate the input of 29 national organizations with a vested interest in crane safety. The effort led to Safety Code for Cranes, Derricks, and Hoists, ASA B30.2, which gained national acceptance in 1943. B30 evolved into a series of volumes addressing the various types of equipment within the committees scope, and would grow through the ensuing decades as one of the societys most important activities.While the ASME Safety Code Correlating Committee was at work on crane safety in the years following World War I, a building boom was under way in Americas urban centers. As buildings became taller, the need for a device to move people and material goods to upper floors became apparent. Elevators already had been in service for several years, but the public was not entirely convinced of their safety. Although Elijah Otis invented a safety brake in 1853, which prevented the fall of the elevator platform in the event that its hoisting rope broke, the publ ic generally feared elevators and were keenly aware of the need for safety.As with boilers and cranes before ASME addressed them, little regulierung and few design and operating guidelines existed to ensure safety in elevators. Code writing for elevators initially fell to the Elevator Manufacturers Association, then shifted to ASME in the post-war period. In 1921, ASME issued A17, Safety Code for Elevators, containing safety provisions for switches, door locking mechanisms, and speed.A17, Safety Code for Elevators was a 25-page publication. Todays ASME A17.1/CSA B44, Safety Code for Elevators and Escalators is a binational code, jointly developed by ASME and the Canadian Standards Association, contains more than 350 pages, and includes rules and guidelines for technologies that were not around ninety years ago, like relay control equipment and solid state computerized components. A key milestone in the development of the code occurred in 2007, when ASME, jointly with the Canadian St andards Association, published the first performance-based safety code, ASME A17.7/CSA B44.7.Adapted from To Protect and Serve, by John Varrasi, ASME Public Information, for Mechanical Engineering, July 2009.As with boilers and cranes before ASME addressed them, little regulation and few design and operating guidelines existed to ensure safety in elevators.

5 Types of Imposter Syndrome and How to Stop Them - The Muse

5 Types of Imposter Syndrome and How to Stop Them - The Muse5 Types of Imposter Syndrome and How to Stop ThemMany high achievers share a dirty little secret Deep down they feel like complete fraudstheir accomplishments the result of serendipitous luck. This psychological phenomenon, known as imposter syndrome, reflects a belief that youre an inadequate and incompetent failure despite evidence that indicates youre skilled and quite successful. In short, its a hot mess of harmfulness. It can also take various forms, depending on a persons background, personality, and circumstances. If youre familiar with the feeling of waiting for those around you to find you out, it might be helpful to consider what type of imposter you are so you can problem-solve accordingly. Expert on the subject, Dr. Valerie Young, has categorized it into subgroups the Perfectionist, the Superwoman/man, the Natural Genius, the Soloist, and the Expert. In zu sich book, The Secret Thoughts of Successful Women Why Ca pable People Suffer From the Imposter Syndrome and How to Thrive in Spite of It, Dr. Young builds on decades of research studying fraudulent feelings among high achievers. Through her personal research, Young uncovered several competence types- or internal rules that people who struggle with confidence attempt to follow. This categorizations often overlooked in the conversation, but her reading of it can be really helpful in identifying bad habits or patterns that may be holding you back from your full potential. Below is a summary of the competence types Young identifies so you can see if you recognize yourself. I also provide some examples you might relate to in your day-to-day life, as well as questions you can ask yourself. 1. The PerfectionistPerfectionism and imposter syndrome often go hand-in-hand. Think about it Perfectionists platzset excessively high goals for themselves, and when they fail to reach a goal, they experience major self-doubt and worry about measuring up. Whe ther they realize it or bedrngnis, this group can also be control freaks, feeling like if they want something done right, they have to do it themselves. Not sure if this applies to you? Ask yourself these questionsHave you ever been accused of being a micromanager? Do you have great difficulty delegating? Even when youre able to do so, do you feel frustrated and disappointed in the results?When you miss the (insanely high) fruchtfleisch on something, do you accuse yourself of elend being cut out for your job and ruminate on it for days? Do you feel like your work must be 100% perfect, 100% of the time?For this type, success is rarely satisfying because they believe they couldve done even better. But thats neither productive nor healthy. Owning and celebrating achievements is essential if you want to avoid burnout, find contentment, and cultivate self-confidence.Learn to take your mistakes in stride, viewing them as a natural part of the process. In addition, push yourself to act bef ore youre ready. Force yourself to start the project youve been planning for months. Truth is, there will never be the perfect time and your work will never be 100% flawless. The sooner youre able to accept that, the better off youll be.2. The Superwoman/manSince people who experience this phenomenon are convinced theyre phonies amongst real-deal colleagues, they often push themselves to work harder and harder to measure up. But this is just a false cover-up for their insecurities, and the work overload may harm not only their own mental health, but also their relationships with others. Not sure if this applies to you? Do you stay later at the office than the rest of your team, even past the point that youve completed that days necessary work? Do you get stressed when youre not working and find downtime completely wasteful?Have you left your hobbies and passions fall by the wayside, sacrificed to work?Do you feel like you havent truly earned your title (despite numerous degrees and achievements), so you feel pressed to work harder and longer than those around you to prove your worth?Imposter workaholics are actually addicted to the validation that comes from working, not to the work itself. Start training yourself to veer away from external validation. No one should have more power to make you feel good about yourself than you- even your boss when they give your project the stamp of approval. On the flip side, learn to take constructive criticism seriously, not personally. As you become more attuned to internal validation and able to nurture your inner confidence that states youre competent and skilled, youll be able to ease off the gas as you gauge how much work is reasonable. 3. The Natural GeniusYoung says people with this competence type believe they need to be a natural genius. As such, they judge their competence based ease and speed as opposed to their efforts. In other words, if they take a long time to master something, they feel shame.These types of imposters set their internal bar impossibly high, just like perfectionists. But natural genius types dont just judge themselves based on ridiculous expectations, they also judge themselves based on getting things right on the first try. When theyre not able to do something quickly or fluently, their alarm sounds.Not sure if this applies to you? Are you used to excelling without much effort? Do you have a track record of getting straight As or gold stars in everything you do?Were you told frequently as a child that you were the smart one in your family or peer group?Do you dislike the idea of having a mentor, because you can handle things on your own?When youre faced with a setback, does your confidence tumble because not performing well provokes a feeling of shame?Do you often avoid challenges because its so uncomfortable to try something youre not great at? To move past this, try seeing yourself as a work in progress. Accomplishing great things involves lifelong learning and skill- building- for everyone, even the most confident people. Rather than beating yourself up when you dont reach your impossibly high standards, identify specific, changeable behaviors that you can improve over time. For example, if you want to have more impact at the office, its much more productive to focus on honing your presentation skills than swearing off speaking up in meetings as something youre just not good at. 4. The SoloistSufferers who feel as though asking for help reveals their phoniness are what Young calls Soloists. Its OK to be independent, but not to the extent that you refuse assistance so that you can prove your worth. Not sure if this applies to you? Ask yourself these questionsDo you firmly feel that you need to accomplish things on your own? I dont need anyones help. Does that sound like you? Do you frame requests in terms of the requirements of the project, rather than your needs as a person?5. The ExpertExperts measure their competence based on what and how much they know or can do. Believing they will never know enough, they fear being exposed as inexperienced or unknowledgeable.Do you shy away from applying to job postings unless you meet every single educational requirement?Are you constantly seeking out trainings or certifications because you think you need to improve your skills in order to succeed? Even if youve been in your role for some time, can you relate to feeling like you still dont know enough?Do you shudder when someone says youre an expert? Its true that theres always more to learn. Striving to bulk up your skill set can certainly help you make strides professionally and keep you competitive in the job market. But taken too far, the tendency to endlessly seek out more information can actually be a form of procrastination. Start practicing just-in-time learning. This means acquiring a skill when you need itfor example, if your responsibilities changerather than hoarding knowledge for (false) comfort.Realize theres no shame i n asking for help when you need it. If you dont know how to do something, ask a co-worker. If you cant figure out how to solve a problem, seek advice from a supportive supervisor, or even a career coach. Mentoring junior colleagues or volunteering can be a great way to discover your inner expert. When you share what you know it not only benefits others, but also helps you heal your fraudulent feelings. No matter the specific profile, if you struggle with confidence, youre far from alone. To take one example, studies suggest 70% of people experience imposter syndrome at some point in their career.If youve experienced it at any point in your career, youve at one point or another chalked up your accomplishments to chance, charm, connections, or another external factor. How unfair and unkind is that? Take today as your opportunity to start accepting and embracing your capabilities. This article has been updated to reflect the name change of one of Dr. Youngs competence types, and to exp lain her findings in more detail.

Kids, Work and Best Resume Templates Free

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Video Interview Secrets to Hiring The Best Young Workers

Video Interview Secrets to Hiring The Best Young WorkersIs your company ignoring young workers? Perhaps when its time to schedule a video interview, youve gotten into the habit of avoiding those in a younger age bracket. Aside from being discriminatory, this just isnt wise for the future of your company. Young workers are bringing fresh ideas and perspectives to companies both big and small. After all, one of the richest CEOs started his company from a dorm room. That little company is now called Facebook and alfruchtwein everyone you know has an account.A recent post on Steve Boeses HR blog discovered a fairly alarming statistic to many. The number of workers 55 and older will soon surpass the number of workers in the 25 to 34 age bracket. The reasons for this are diverse, but they tie back heavily to the recent economic recession. For instance, the new crop of college students are having an increasingly hard time finding work, especially jobs matching their credentials. Meanwhile o lder workers, many of whom lost huge amounts of money in the economic downturn, have been forced to stay in the workforce longer.Bleeding young talent is bad news for most companies. The workers in the 25 to 34 bracket are the talent companies want to establish and develop. They are the next round of superstars at your company. While older workers are smart and competent, they may also come at a higher cost immediately and will be on the way out of your organization sooner.Its time for companies to start taking a chance on younger workers today if they want to be able to compete in the global marketplace of ideas tomorrow. The best way to hire the most talented young workers is to focus on hiring better right from the video interview. Here are some secrets on how to use video interviews to nab your next young superstarFocus on Skills, Not ExperienceYounger workers, especially those right out of college, wont have the same depth of experience as their older counterparts. Its a mistak e, however, to think this means they have no value to add to your company. In fact, these potential employees are eager to gain the experience they need to become a real powerhouse in your industry.Instead of focusing on experience in the video interview, focus on skills instead. Ask relevant interview questions about the candidates industry-specific skills and qualifications. Do they know certain programs or software? Also make sure to ask about what theyve done outside the classroom and their first entry-level jobs. Many candidates have taken on unpaid internships and volunteer opportunities from which theyve learned a wide variety of useful skills they can bring to your organization.Look for PassionYou dont just want a candidate looking for a day job, you want a candidate ready to embark on a career path. Passionate employees are going to be more engaged and more likely to take on additional responsibilities in the office.Young workers picked your industry for a reason, so find o ut what that reason is directly in the video interview. Does your candidate have a real passion for the work or are they just looking for a handsome paycheck? Ask about why they chose this career path and what they like most and least about the industry. These answers can give you a good feel for just how committed they are to your field, and how likely theyll be to stick around. Find the candidates who truly love what theyre doing and youll be hiring motivated, productive employees.Thirst for KnowledgeTraining is a major concern on the part of most companies when it comes to hiring young workers. Training can often be time-consuming and expensive and many companies want to hire candidates who can hit the ground running. The benefit of hiring younger workers, however, is that they are notlage opposed to learning new things. They dont have bad habits to break and theyre hungry for knowledge.In the video interview, make sure to ask what they know and what they want to know. If your ca ndidate has a list of things they want to learn on the job, this is a good sign. It means the candidate sees your company as a place to learn and grow, a place to become a better employee. Beware if they cant think of anything they want to learn from your position.Companies cant afford to ignore emerging talent, because this talent will make up their next generation of superstar employees. Its important, however, to assess this talent critically in the video interview. If you follow some of these video interview hiring secrets youll hire great young workers who will be adding value to your company for years to come.What are some secrets you have for using video interviews to hire great young candidates? Share with us in the commentsSOURCES Metro, Steve Boese, Pew Research Center