Unique Job Interview Questions Millennials Should Expect

Unique Job Interview Questions Millennials Should Expect When did interview questions become a broken record? When a job interview feels like one long, boring cliché of tired behavioral questions, it’s easy to lose interest in the role. As a millennial enjoying the carousel of the same old interview questions, you’d be happier to hear “It’s a Small World After All” on repeat than sit through another repetitive interview. It’s time to shake up the interview experience, and say goodbye to those snooze-worthy questions. Goodbye, “What’s your worst quality, and what’s your best?” Say farewell to five-year vision quest questions and humdrum examples of how you always kept the customer happy. Consider these 10 unique job interview questions for millennials to expect in the new hire world: 1. Which TV Character Best Describes Your Professional Work Ethic? Is the work environment like “The Office” or “The Bold Type?” A small organization may pick a television show and advertise with it: “Are you our Jim Halpert?” These ads make it easier for millennials to pick out a fun work culture from a few words. Which TV character most resembles your qualities at work? Talk about the character’s personality and challenges faced at their office and the parallels with your real-world work experience. 2. What’s Your Philosophy on Tipping Servers? While you may think of this question as something more appropriate to silently observe during dates, consider how the company is also professionally courting candidates for a prospective hiring match. How this person treats others in the hospitality industry, in theory, informs how they will look down on their “subordinates” and team members. The millennial generation has faced the fight for a living wage, stressing how raising the wage offers intrinsic protection for workers and their families. Millennials understand it’s important to give back while maintaining your standards, and that surviving isn’t thriving. That is why this is a top interview questions for millennials. 3. How Do You Prefer to Receive Positive and Constructive Feedback? Ideally, an employer will get to know the candidate’s style of receiving feedback during the interview process before pegging a millennial for being too narcissistic or sensitive. It’s important to address both positive and constructive feedback because everyone prefers receiving these types of feedback differently. Someone may prefer a face-to-face meeting to discuss constructive criticism while receiving pats on the back via email. Do you like gift cards or want to be invited to the next exclusive networking event? Are team pizza parties still in? 4. Talk About a Time You Were Passed Over for a Promotion You Thought You Deserved. This question gets to the point and allows you to address how you handled a situation that likely crushed you. Did you suck it up? Did you shake hands with your fellow employee? Was this the last straw in a series of moments where you felt invisible? What did you do about it? Your professional-sounding response to this prompt will show an employer how you absorb disappointments, how you advocate for your personal and professional value and if you give congratulations where they’re due, regardless of perceived failure. This is a unique job interview question you can expect and it can tell the interviewer a lot about your character. 5. What Have You Done in Your Past That Will Help You Get the Job Done Here? Younger millennials lack the work experience older professionals have had. Someone has to give them a chance to speak up, and sometimes phrasing is all that holds the applicant back. Instead of asking, “What prior work experience will help you excel in this role?”, employers should keep it conversational. If faced with the old question, millennials should rephrase it in their minds. Search your memories for applicable experiences during an old internship, volunteer experience or your personal life. Keep your options open, and don’t feel limited by the phrasing. 6. Ever Had to Hide a Tattoo on a Job, Deal With Inconvenient Scheduling or Wear a Work Uniform? How Did You Deal With This? Millennials are a generation of individuals who stand up for their rights and prefer independence. Did you have to hide an alternative religious symbol, such as a pentacle? Did you have to cover up a small, but elegant, tattoo on your back or ankle? Did you manage to wake up on time for the day shift, even though you’re a night owl? What happened, and how did you take it? Your answer to this question reveals your coping skills, as well as your ability to compromise and stand up for yourself in a professional manner. 7. If You Were Given Time Off to Volunteer, What Type of Work Would You Choose? Why? Millennials prefer employers who are conscious of their impact on the community and the world at large, and who do something about that. They will research a company’s mission statement and record of corporate service projects. In fact, of those born from 1981 to 1996, 62 percent of millennials desire a position with a company that makes a good impact, and employers are increasingly focusing on sustainability and transforming corporate values into social ones. Does the company wear ribbons for breast cancer awareness or run marathons for multiple sclerosis? Does the company do something beyond “what’s expected,” and does that match up with your volunteer experience or lifestyle? This question shows an openness to going the extra mile in service. 8. How Do You Get Your Daily News? Does the applicant stay in touch with the daily world? Is it through the newspaper, local TV station, conversation, in social media feeds or specific news sites? Do they read what’s trending or listen to a podcast? Do they listen to multiple sources? This question informs the company how you receive and analyze information while showing an interest in the world beyond yourself. 9. In Which Setting Would You Function Best: Open Office, Traditional Office or Home Office? Does the employer have a remote opportunity, or are they considering it? Some live in their pajamas and do stellar work, while others would sleep all day. The hum of productivity is infectious in open office layouts, but coworkers who talk too much may be distracting. Provide clarity about how these various settings affect your work ethic, productivity and mood. The employer may offer flexible work days and environments. 10. Are You a Morning Lark or Night Owl? As teenagers, most people stayed up late, but eventually had to outgrow that. Do you feel limited and fatigued by constrictive 9-to-5 work hours? It may be possible for you to start your day at a little later at the office if you leave later, or you may be offered another flexible work arrangement. Night owls are just as productive as morning larks if they have a choice about when they get their work done. The workday is becoming more flexible as more people take on varied work hours outside of the traditional ones, especially for the remote workforce. Forget those boring interview questions, because customized questions are going to be the new norm in the new hire world. What boring questions shouldn’t be allowed during an interview? What unique questions would you like to hear in an interview? Want more interview tips? Keep the conversation going by commenting, sharing and subscribing to Punched Clocks. 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Resume Writing Career Counseling and Employment Services

Resume Writing Career Counseling and Employment ServicesThe best resume writing career counseling and employment services was invented by the Bureau of Labor Statistics (BLS). By doing research on the internet, you can easily learn all about it. A professional resume is the first thing a company looks at when evaluating an applicant for their position.Resume writing job and education placement services is also beneficial to you. You can get a variety of resumes from these service providers. Each one will offer different services.Career counseling is a good method to start out with your resume. It will help you create an outline of your career objectives and goals. Your job skills and experiences are also important to mention on your resume. By learning all the basics about writing a resume, you will be able to create the perfect one.One thing that you must note in most programs is that there are different types of resume. Some have biographical information on them, while others are d esigned specifically for the hiring managers. Your resume needs to be tailored to each situation and the job you are applying for.One thing you must remember is that resume reviews are very beneficial because they help you find out which resume writing service will be able to help you get a great resume. It will also help you understand what will be the problems you will encounter along the way. Many review companies help you discover what to expect from their services, so be sure to check out testimonials from other clients who have utilized the services.An easy way to create a resume is to find the services that offer templates for different resumes. This makes it easier for you to see what kind of resume will fit your skill set. You can also use them for multiple resumes at once. That way, you can save time and money, as you can create the right resume for your employer with ease.Another benefit of creating your own resume is that you get a chance to have more freedom and customi ze it. It is much easier to make your own resume if you know how to do it. The information on your resume must contain everything that is needed to show your interest and potential in the company you are applying for. Getting the job you want is easy when you are confident in yourself and your resume.

Barbara Corcoran, Trevor Chapman and Other CEOs Talk Success

Barbara Corcoran, Trevor Chapman and Other CEOs Talk Success Many qualities contribute to success, but some traits are indispensable if you want lasting success and joy. Top entrepreneurs and members of The Oracles reveal their number-one trait for remarkable results. 1. Fail well Barbara Corcoran Courtesy of The Oracles To be successful, you must know how to fail well. After I signed the contract to be a Shark investor on “Shark Tank,” the producer changed his mind and decided to give the one female seat to someone else. Rather than accepting defeat, I immediately sat down at my computer and banged out a quick list of things in my career where I’d found success after someone said I wouldn’t. I told the producer that the best things in my career happened on the heels of each failure, so I considered his rejection to be a lucky charm. The next week, I booked a flight to L.A. for a second chance and got the job.â€"Barbara Corcoran, founder of The Corcoran Group and Shark on “Shark Tank” 2. A winning mindset Trevor Chapman Courtesy of The Oracles To reduce success to its most basic form, understand the foundational element is the verb, to win. So if you want hyper success, you have to win. There’s a lot of hype around “hustling,” “grinding,” and going into “beast mode.” While hard work and the grind are necessary to success, those elements don’t necessitate success. If all it took was hard work, every farmer, construction worker, and fisher would be uber successful. Is hard work important? Yesâ€"but hard work is a baseline. Hard work is like showing up for practice. However, it’s not the hardest workers that get drafted into professional sports: it’s the winners. To win, you have to endure years of losing while honing the craft. To win, you need a resilient heart while others win, usually before you. What you focus on grows. Take the time to focus on the craft of winning in business. You’ll reap what you sow.â€"Trevor Chapman, proven entrepreneur and digital strategist who has generated over $100 million in sales for his businesses and partnerships; follow Trevor on Facebook 3. Persistence Dottie Herman Courtesy of The Oracles I began my career at Merrill Lynch, working my way up the ladder, becoming a manager, a regional manager, and finally, running the whole company from the Long Island office. When Merrill Lynch decided to sell its real estate offices, I wrote a letter offering to buy them. There was one problem: I had no money. Prudential bought that business instead, and I worked for them for several yearsâ€"until they decided to sell. I once again attempted to buy the offices, and this time, I refused to give up. After six months, I finally convinced Prudential to lend me $8 million, plus working capital. When I knew we had a deal, I stood in front of the 1,600 agents in the Long Island division and asked them to stayâ€"and they did. While I had been a businesswoman for several years, that was the day I truly became an entrepreneur. In business and life, never give up.â€"Dottie Herman, CEO of Douglas Elliman, a real estate brokerage empire with more than $27 billion in annual sales 4. Perseverance Jonathan Gilinski Courtesy of The Oracles Success isn’t an accident; it’s the natural result of hard work, learning, sacrifice, and above all: perseverance. When I started Capsuline in 2002, I was hand-packaging, labeling, and fulfilling all orders myself. As Capsuline grew, I learned how to incorporate technology to streamline order fulfillment. Perseverance mixed with automation led to reduced lead times for my customers, improved client relations, and most importantly, maximized profits. Had I given up when times were tough, I wouldn’t have witnessed the evolution of the capsule industry and e-commerce. For me, the formula is simple. If you persevereâ€"even when times are toughâ€"you can achieve greatness.â€"Jonathan Gilinski, serial entrepreneur, executive director of CapsCanada, and founder of Capsuline; follow Jonathan on LinkedIn and Twitter 5. Unbridled passion Thomas Carter Courtesy of The Oracles To be successful, you need one thing: passion. That led me to create, market, and manufacture a pioneering wakeboard that landed me on the cover of Success Magazine. But when passion is mixed with purpose, you become unstoppable. To stay focused and on the right track, constantly ask yourself: “What’s my why?” These days, my “why” is to liberate entrepreneurs while providing investors with better data. My goal is to build the best FinTech software on the market and help entrepreneurs launch their startups. To be successful, find your passion and purpose, and don’t let anything get in the way.â€"Thomas Carter, founder and CEO of DealBox Inc; connect with Thomas on LinkedIn 6. Drive Jason Hall Courtesy of The Oracles Failure can help you evolve. Lessons learned can motivate needed self-improvement. To develop a healthy appetite for failure, get uncomfortable with your inner self. Push yourself to overcome obstacles that you might otherwise avoid. Stay driven and intent on mastery. Once you’re comfortable being uncomfortable, you have a unique edge that most don’t. When you practice tackling obstacles head on, you’ll also learn your inner voice is often the biggest obstacle of all and not the actual actions necessary to achieve success. Pretty soon, you’ll look forward to failureâ€"knowing that there’s a better you on the other side.â€"Jason Hall, founder and CEO of FiveChannels; generated $17M+ in sales revenue for his clients in 2017 7. Tolerate ambiguity Shaun Rawls Courtesy of The Oracles Successful entrepreneurs all have one thing in common: a high tolerance for ambiguity. While most people take paths that lead to predictable outcomes, entrepreneurs trailblaze their own paths toward destinations that only exist in their hearts and minds. You must hold fast to your vision, regardless of how improbable, unproven, or uncertain the journey may be. As an entrepreneur, to create something that never previously existed, you risk what the rest of the world is unwilling to sacrifice: money, pride, and ego. Along the way, you’re constantly told “No,” “You can’t,” and, “That’s impossible.” Rather than letting uncertainty hurt your confidence, use uncertainty like fire to forge your resolve and accomplish what others said was impossible.â€"Shaun Rawls, lifelong entrepreneur, founder, and CEO of Rawls Consulting 8. Adaptability Michael Johnson Courtesy of The Oracles To be successful, you need to respond to the changing environment around you. Many business owners get stuck because they insist on maintaining status quo, even when people grow, regulations change, and markets fluctuate around them. Adaptability is key to successful relationships and living a balanced life. As the demands on your energy, time, knowledge, and physical and mental health grow with your professional journey, you need to be able to re-allocate and adjust your energy accordingly. I avoid getting stuck in a fixed mindset by reading, learning, studying, and hanging around people who think differently from me. By exposing myself to novel ideas and settings, I’m constantly honing my ability to adapt.â€"Michael Johnson, “The Mojo Master,” speaker, and mindset coach for professional athletes and elite entrepreneurs; follow Michael on Facebook Want to share your insights like those above in a future column? If you’re an experienced entrepreneur, please get in touch here. Want to suggest a future topic for these entrepreneurs to answer? Email suggestion@theoracles.com, and it’s very possible we’ll make your suggestion the focus of a future article! Follow The Oracles on Facebook.

3 Ways To Connect With Recruiters On LinkedIn - Work It Daily

3 Ways To Connect With Recruiters On LinkedIn - Work It Daily Doing a proactive job search has become a lot easier with social platforms like LinkedIn. Now you can not only view the job listing, but you can also easily find the recruiter who's leading the search.Reaching out to the recruiter is certainly a solid proactive job search strategy but like anything in life, there's a right and wrong way to do it. Here's the best way to connect with a recruiter on LinkedIn! Three Steps For Connecting With A Recruiter On LinkedIn 1.) Research Recruiter's Profile - Details matter! You may learn from the recruiter's LinkedIn profile that you attended the same university or once worked at the same company, just during different time periods. Anything you have in common with the recruiter could be a good way to break the ice.2.) Make A Connection Request - Use the simple 300-word connection request to introduce yourself to the recruiter. Mention something that you have in common and that you're interested in learning more about their career field and would love the opportunity to connect. Keep it simple, you don't want to overwhelm the recruiter.3.) Ask A Follow-Up Question - Once you're connected, send a follow-up note thanking them for the connection, mention that the job posting caught your attention, and ask them what's most important to them when considering a candidate for this position. This is a way to express your interest in the position while politely asking for their feedback. The key is not t o be pushy and frame it in a way where you're trying to make their job easier. What Do You Do If A Recruiter Doesn't Connect With You? via GIPHY If a recruiter doesn't respond to your connection request, it's best to just move on.There could be many reasons why the recruiter doesn't respond that have nothing to do with you. Being too aggressive about your connection request could actually damage your chances of getting your dream job. Make one request and if the recruiter doesn't respond, let it go.You can continue your proactive job search by searching LinkedIn for other professionals that work with the company you're interested in. Use the above steps to try to connect with them and perhaps they can give you tips that may help you land a job interview. This is not only a good way to run a proactive job search but it will also help you build your professional network. It's important to remember that if you have a strong LinkedIn profile it's possible that recruiters will reach out to you.Work It Daily can help you optimize your LinkedIn profile along with every other aspect of the job search process such as resume, cover letter and job interview preparation. Join today and have access to our tutorials and work one-on-one with our career growth experts. From Your Site Articles How To Reach Recruiters On LinkedIn - Work It Daily | Where ... 6 Things Recruiters Want To See On Your LinkedIn Profile - Work It ... 7 Steps To Building Relationships With Recruiters On LinkedIn ... Related Articles Around the Web Should You Connect With Recruiters on LinkedIn - Ask HR ... The Right Way to Network With a Recruiter | Glassdoor Blog How to Connect with Recruiters on LinkedIn to Get Results Have you joined our career growth club?Join Us Today!

These Are the Best Places for Women to Work in 2019

These Are the Best Places for Women to Work in 2019 Today, were having more impactful conversations than ever about how to make workplaces truly gender equal. In the midst of those conversations, though, its important to take a moment to highlight which companies are currently doing right by their female talent. And who better to identify those best-in-class workplaces than the women who work there?For our 2019 Best Companies for Women rankings, released annually by Fairygodboss, companies scores were based entirely on womens employee review data. In buchung to qualify for the rankings, companies first needed to have received more than 30 reviews on Fairygodboss. Scores were then determined by averaging womens responses to three standard review questions addressing overall job satisfaction, equal treatment at work, and whether the reviewer would recommend the company to other women. In determining our Best Companies Where CEOs Support Gender Diversity ranking, womens responses to the review question Do you think your CEO supports gender diversity? were averaged to determine the companies scores.From our research at Fairygodboss, we know that womens job satisfaction is directly related to the amount of gender equality she experiences at work, our Fairygodboss Co-founder and CEO, Georgene Huang, said. Were excited to showcase these top companies and CEOs as leaders in the movement for gender equality in the workplace and they should be proud that their female employees feel so strongly that theyre great places for women to work.Outside of the overall Best Companies for Women ranking, additional categories include Best Technology Companies for Women Best Finance Companies for Women Best Companies Where CEOs Support Gender Diversity and a brand-new category, Best Consulting Companies for Women. See the full list of 2019 winners belowThe Best Companies for Women In 20191. Pariveda Solutions2. Ultimate Software3. Protiviti4. ZS5. Boston Scientific6. ADP7. Continent al8. Quicken Loans, Inc.9. Boston Consulting Group10. CDW Corporation11. Hilton12. EJ Gallo12. Capital One Financial Corporation13. Capital Group14. AppNexus15. Thomson Reuters16. United Technologies17. Terex18. The Hartford19. Facebook20. IBM21. Johnson Johnson22. PepsiCo23. Southern California Edison24. Dell25. Charles Schwab26. Cisco27. General Electric28. Starbucks Corporation29. Salesforce30. PwCBest Technology Companies for Women in 20191. Ultimate Software2. CDW Corporation3. AppNexus4. Facebook5. IBM6. Dell7. Cisco8. Salesforce9. Intuit10. Ericsson11. Apple12. LinkedIn13. Seagate Technology14. Microsoft15. Google15. Cognizant16. Intel Corporation17. Hewlett Packard Enterprise18. HP Inc.19. SAP20. Oracle CorporationBest Finance Companies for Women in 20191. Quicken Loans Inc.2. Capital One Financial Corporation3. Capital Group4. Charles Schwab5. Fidelity Investments6. Vanguard Group7. American Express Company8. PNC Financial Services Group, Inc.9. Goldman Sachs10. JPMorgan C hase Co.Best Companies Where CEOs Support Gender Diversity in 20191. Ultimate Software2. NCC Media3. Pariveda Solutions4. Deloitte5. AppNexus6. Cisco7. IBM7. Protiviti8. ADP9. ZS9. Thomson Reuters10. Boston Consulting Group11. PepsiCo12. Hilton13. PwC14. CDW Corporation15. Boston ScientificBest Consulting Companies for Women in 20191. Pariveda Solutions2. Protiviti3. ZS4. Boston Consulting Group5. PwC6. Accenture7. Deloitte8. McKinsey Company9. EY10. KPMGFairygodboss is devoted to improving the workplace for women by increasing transparency and these lists are designed to support that mission. By highlighting employers who are leading by example, we hope to raise the bar and improve gender equality across all industries.Work for a company that you believe deserves to be a Fairygodboss Best Company for Women? Leave a review of your company today.

The War Against Current Resume Writing Trends in 2017

The War Against Current Resume Writing Trends in 2017 Current Resume Writing Trends in 2017 No Longer a Mystery Employers in the verkommen market receive so many applicants your worth has to be instantly identifiable. Articles written in the shape of an interview are more intriguing than the standard ones. It is imperative to continue being knowledgeable in regards to the current resume writing trends since the work market is growing more and more competitive. Since competition in writing is huge as the variety of freelance writers is rising, several of the writers prefer to go for at least one writing styles to satisfy the varying demands of their customers. The Demise of Current Resume Writing Trends in 2017 From a handwritten introduction to a crisp a couple of page document, the advertising document has come a very long way. All the info in your resume ought to be broken up into special section, according to some rules. Just make sure, whichever format you select, which youre targeting it for the job that youre applying to. The formatting in a Word document becomes distorted when copied and pasted onto an on-line form, which explains why the ASCII version is beneficial. Key Pieces of Current Resume Writing Trends in 2017 When applying for most jobs, you would incorporate all your previous work experience, irrespective of whether its pertinent to your existing career targets. One of the greatest methods to minimize the effect of age bias in a work search for an older worker is to produce a resume document that downplays the age issue. Just utilize year to year when writing about how long you spent at work. Before you begin applying for new jobs, remember to update your resume. Theres a genuine need to shorten the duration of your resume. You can begin to make a list of all of the responsibilities you had. Developing a nursing resume is difficult, notably since there arent any rules. How to Choose Current Resume Writing Trends in 2017 Y ou may be an authority in anything like technology, gardening, baking and so forth. Add any achievements which you feel can let you get the job. The work market has witnessed changes in the past couple of years. In a bid to help you succeed even more as an expert author in your specialty, we are going to be moving forward with 5 changes which will be effective immediately.

The Over-Excitable Gifted Managing Talent and Five Forms of Excitability

The Over-Excitable Gifted Managing Talent and Five Forms of Excitability Are you over-excitable? You may be a genius. (Dont get overexcited that welches only may). But, suppose you, in fact, are giftedsome kind of genius. Then, if the ideas and research of Polish physician and psychiatrist Kazimierz Dabrowski, his associates and proponents of his theory of positive degeneration are right, the odds are that you are also much mora excitable than the average person. Thats what their investigations into the personalities of gifted children and excitable adults have suggested, with implications for the management of gifted workplace talent. Hereafter, square brackets like these will enclose my comments on the research conjectures, observations and recommendations of Dabrowski et al.If there indeed is a genius-excitability link (that endures into adulthood), there will also be important implications, no t only for yourself and children, but also for talent recruitment, utilization and managementincluding regarding the best strategies to use to accurately identify, create, guide and control career-related excitability (especially among the gifted), its triggers and its manifestations.Whats more, understanding how effective excitability management strategies should vary with the kinds of excitability involved is as important as understanding what forms of excitement to offer job candidates and employees through excitement managementirrespective of whether they are superhumanly gifted or not.Just as one thing is more exciting than the next, some people are more excitable than otherseither about specific situations or things (e.g., the belastung Super Bowl game or the Facebook IPO), categories of things (such as football games or the stock market) or simply more excitable in general (e.g., excited by chirping birds and sunsets, even after or because the football season and markets clos e).Everybody knows that. But what not everybody knows is that research suggests thatThere at least five key kinds of excitability (with very different causes, manifestations, effects and implications for talent management).Gifted people are, on average, more excitable than others, i.e., are over-excitable.Excitability isnt always emotional or emotionally manifested (much as excitable neurons dont gush emotions).Although excitement generally sounds positive, over-excitability can have negative, as well as positive, experiential forms and consequences.Different kinds of (over)excitability can compete or comfortably coexist in the same person.In his work with gifted children and adult psychiatric patients, Dabrowski identified five kinds of excitability that the exceptional were much more commonly susceptible to, and to a greater degree, than the average. This susceptibility he called overexcitability or over-excitability to keep spell-checkers happy.Defining overexcitability as higher than average responsiveness to stimuli manifested as reactions that are significantly above-average in intensity, duration, and frequency, Dabrowski and his supporters see overexcitabilities (OEs) as innate manifestations of unusual receptivity, sensitivity and awareness that leads to what he called positive disintegrationpersonal growth through hyper-sensitivity and battles with ones self, ones experiences and ones various environments.Perhaps the mistaken stereotype of the (borderline) psychotic genius is, in part, based on the greater risk of irresolvable inner and external turmoil and conflicts that heightened awareness, receptivity and sensitivity can create. However, the multi-decade Terman studies of gifted children (with IQs 140 and above) discovered, on average, much higher than general-population average levels of emotional stability, social and professional success, and overall mental/physical healthand lower divorce rates.What is distinctive about the Dabrowski model is that it takes a broader view of excitability than the conventional, office water-cooler viewpoint that equates excitement with woo-hoo fun. Moreover, the existence of multiple forms of (over)excitability invites the speculation that the five (and possibly more) forms may be independent of each otherthat each of us, genius or not, may be over-excitable (or simply excitable) in any one, none or more than one way simultaneously, at different times or in different situations.One practical implication of this is that job postings and descriptions entwurfed to appeal to applicants should incorporate appeals to specific, even multiple forms of excitability, e.g., emotional, sensory, intellectual, psychomotor or phantasieal (discussed below) .Another distinction of his theory is that Dabrowski focused on excitability, rather than on excitement (which is what most of us seem to dwell on, because it sounds like so much fun). In other words, rather than investigating what makes something inhe rently exciting, Dabrowski focused on what makes someone excitedan emphasis on the attributes of the responder (including heightened receptivity, sensitivity and intensity) in inputting stimuli and in outputting excited responses.On the other hand, it may very well be that, under certain circumstances or in general for a given individual, being over-excitable in one way virtually eliminates being over-excitable in some of the other wayse.g., being emotionally over-excitable vs. being intellectually over-excitable (Ah, but then there was the Archimedes Eureka moment, which was probably both.)This makes understanding the (over)excitable employee (or child)and, because of their greater excitability, the gifted employeea complex, yet important challenge.The Five Faces of ExcitabilityAmong the five forms of OEs (and of excitability in general) identified by Dabrowski, three are stereotypical. The following is a description of them and of the appropriate management strategies pertaining t o them1. Emotional OE This tends to be the most obvious to others, since it is manifested in frequently very visible, intensely experienced, extreme feelings, often experienced, expressed or displayed physically, e.g., through stomachaches, whoops and blushing. According to Dabrowski (and M.M. Piechowski), emotionally overexcitable people have a remarkable capacity for deep relationships and strong emotional attachments to people, places, and things. The research of Dabrowksi and Piechowski suggests that the emotionally overexcitable tend to display compassion, empathy, and sensitivity in relationships.However, against this, everyday familiarity with highly emotional, volatile, yet unsympathetic and hostile personalities, suggests caution is warranted in expecting compassion and empathy from every emotionally excitable child or adult. The always explosive and merciless Hitler suffices as a cautionary illustration.Management Strategies In her 2000 article, Overexcitability and the Gi fted Child written for Communicator, the Journal of the California Association of Gifted Children, Sharon Lind recommends that in dealing with Emotional OE individuals EOEs, we should accept all feelings, regardless of intensity. She also recommends that EOEs be taught how to anticipate and prepare for their emotional and physical responses.Unqualified acceptance of EOE may work with the small children who were a key, but not exclusive focus of the article, but with 200-pound adults such unqualified acceptance could be very harte nussatic, if those feelings include murderous rage. As for teaching, in the absence of some corporate self-sensitivity training, it is likely to be, in general, difficult to accomplish in the workplace.What may be helpful is to remain calm in the face of manifested coworker or employee EOE to be aware of a specific individuals EOE triggers and generally lower thresholds to be as sympathetic as sanity, the law, safety considerations and fairness allow and to attempt to address the triggers as equitably and rationally as one can.2. Psychomotor OE (PMOE) This is characterized by Dabrowski and Piechowski as heightened excitability of the neuromuscular system and includes an unusual capacity for being active and energetic, having a love of movement for its own sake, having a surplus of energy manifested in rapid speech, intense physical activity and a need for action.Strong psychomotor OE correlates with talking or acting compulsively, acting out, misbehavior, nervous habits and Type A workaholism, competitiveness or organizational obsessiveness.Care must be taken not to equate psychomotor OE with Attention Deficit Hyperactivity Disorder (ADHD), which is estimated to affect 4.7% of adult Americans. ADHD is a recognized DSM-IV disorder for which treatment and management, including medication, are recommended psychomotor OE is neither a DSM-IV listed condition nor otherwise a generally-recognized form of impairment. To equate ADHD and psycho motor OE would be like equating Type A behavior (also not a DSM-IV category) and ADHD.In a second article, Before Referring a Gifted Child for ADD/ADHD Evaluation, Lind provides an excellent comprehensive checklist that compares PMOE with ADHD, for the purpose of preventing misdiagnosisa list with possible applications to adult workplace interactions and assessment.Management strategies With its main Dabrowski-influenced focus on children, Lind suggests allowing time for physical and verbal activity that is acceptable and not too distracting to others. In addition, it recommends providing time for spontaneity and open-ended, free-wheeling activities.Despite its emphasis on children, Linds OE article does suggest broader applicability of its observations and recommendations hence, much of this advice can apply in the workplace as well and in task assignments.For example, If one staff member seems to be more PMOE-oriented (i.e., enjoys the action more) than another, it may be smart to assign that employee whatever action-related tasks, e.g., visiting clients, document sorting, interviewing, leg-work, that may be required (consistent with the jobs overall duties). Likewise, setting clear goals with clear action-oriented, as opposed to, for example, analysis-oriented means to achieving them is likely to be very engaging to PMOE types or those in PMOE states.3. Sensual OE SOE This is expressed as a heightened experience of sensual pleasure or displeasure emanating from sight, smell, touch, taste, and hearing. It is positively manifested in intense and early appreciation of aesthetic pleasures such as music, language, and art, tastes, smells, textures, sounds, and sights or negatively, as intense aversion to various sensory stimuli, such as odors, sounds, colors or shapes.Presumably, smoke, sex, Star Bucks espresso and other psychotropic substances make it as add-ons to adult positive or negative lists.Paradoxically, as suggested above, such hyper-sensitivity to sen sory and sensual input may cause discomfort with sensory input, much as would be experienced by someone with super-dog hearing. This means that being very sensitive to or overexcited by something doesnt mean loving it, e.g., cigarette smoke or pollen.Hence, it is important to note that overexcited does not perfectly correlate with exciting, which, unlike overexcitement, always has a positive connotation, reflecting enjoyable stimulation.The remaining two forms of overexcitability tend to be less frequently noticed or experienced intellectual overexcitability and imaginational overexcitability, in part because of the dumbing-down influence of pop-culture, the entertainment and theme-park industries, texting, Facebook and consumerism and in part because there are fewer overt, outward observable manifestations of their quiet delights and turmoils than there are of emotional, psychomotor and sensual OEs, e.g., on a roller-coaster ride, dance floor or a football field.4. Intellectual OE IOE Dabrowski and Piechowski characterized this as a marked need to seek understanding and truth, to gain knowledge, and to analyze and synthesize. Intensely curious, IOEs are often avid readers, critical thinkers and unusually keen observers. They are able to concentrate, engage in prolonged intellectual effort, and be tenacious in problem solving. IOEs will tend to theorize, and even think about thinking, including moral thinking. Even among children, this focus on moral thinking often translates into strong concerns about moral and ethical issues, e.g., fairness or being concerned about conventionally adult issues such as homelessness.Those who experience IOE as a trait or a frequent state also tend to be independent thinkers, critical of and impatient with others who cannot or will not keep up with their intellectual pace.It is fair to speculate that IOE may also correlate with(over)confidence that is perceived by others as arrogance or conceitfacility of thought that comes acro ss as contrived and unnatural (because of its difficulty, alien or theoretical quality, perceived irrelevance, abstraction, formality or uncool unconventionality)Management strategies Lind suggests showing the IOEs how to find the answers to questions, on the assumption it respects and encourages a persons passion to analyze, synthesize, and seek understanding. It also recommends encouragement of IOEs to act on their intellectualized principles and to be more tolerant of and less abrasive toward those with less intense intellectual excitability, interest or capacity.It seems needless to show adult IOEs how to find answers to questions, since they are very likely to be very practiced in not only asking questions, but also in looking for and coming up with answers. Indeed, showing them how to find answers may grate on another sensibility of theirstheir intellectual pride. So, in general, showing an IOE how to get an answer may be a major blunder.However, in the workplace, this advice can positively translate into making sure that IOEs have the resources neededincluding clear, coherent, consistent and comprehensive documentationto think problems and projects through.I once got horribly bogged down in a job designed for PMOEsseat-of-the-pants quick design of a computer programthat, because of poorly written, yet crucial, in-house self-teaching manuals, completely frustrated my IOE need for tidy documentation, free of contradictions, vagueness, incompleteness, etc.As for minimizing the risk of staff excitability-style clashes, in addition to IOEs being encouraged to accommodate non-IOEs, the non-IOEs in turn should be encouraged to reframe perceived IOE arrogance and artificiality as candor, (over)confidence, intellectual agility and mild eccentricity.5. Imaginational OE IMOE As the Imaginational OE reflects a heightened play of the imagination with rich association of images and impressions, frequent use of image and metaphor, facility for invention and fantasy, d etailed visualization, and elaborate dreams (Dabrowski Piechowski, 1977 Piechowski, 1979, 1991). IMOEs may have difficulty completing tasks when some incredible idea sends them off on an imaginative tangent.(Lind, Ibid.)Management strategies Lind, in her exposition of Dabrowski, says that imaginational people may confuse reality and fiction because their memories and new ideas become blended in their mind. Accordingly, she recommends help(ing) individuals to differentiate between their imagination and the real world by having them place a stop sign in their mental videotape, or write down or draw the factual account before they embellish it.Clearly writing with adults in mind, Lind adds that we should help people use their imagination to function in the real world and promote learning and productivity.In the workplace, this help could take the form ofinviting creative suggestions or interpretations in meetings (thereby providing an outlet and rewards for IMOEs)identifying, classify ing, prioritizing and assigning job tasks, e.g., in an advertising agencys job description or meetings, with an eye on those specifically requiring substantial creative imagination.retaining control over meetings and brainstorming sessions to ensure that they do not degenerate into a contest of imaginations, an unwieldy surplus of ideas or group decision-making paralysis.To determine which OE type you are, if any, just ask yourself whether you found any of this irresistibly exciting. If the answer is no, this raises the possibility that you are none of the five..or that you are or I am an example of an as yet unrecognized sixth type.