A dog that helps students struggling with mental-health issues has won praise from Ofsted inspectors.

Bexhill College in East Sussex was commended in a short inspection report published on Monday because students benefit from the calming influence of Harry the therapy dog.

The inspectors said: Because of his presence students are less anxious before examinations and, for some, they gain confidence by walking him around the campus.

The use of therapy dogs is a growing trend in further education colleges.

FE Week has found at least 28 that have recruited their own dog and many spend thousands of pounds on the therapeutic service. Some animal charities have warned against the practice, however, claiming it can be extremely stressful for most dogs.

While there is a lack of research in the UK, studies in the US claim to have shown that the dogs can reduce stress and increase energy levels for students.

One college that this newspaper spoke to bought a puppy for 1,600 and pays for its annual costs, but most use staff or student volunteers who bring in their own pets. Others receive visits from external organisations, such as Therapy Dogs Nationwide.

Students are less anxious before exams because of his presence

FE Week spoke to five of the colleges to find out more.

Shooters Hill Sixth-Form College, based in Greenwich, south-east London, improved from a grade three to a two in a full inspection published on 13 November, in which inspectors said students really value the comfort they gain from a therapy dog [Findlay] when they are worried or anxious.

Findlay the labradoodle meets reluctant students at the college gates, goes on timetabled walks for those struggling with anxiety issues and even acts as a life model in art classes.

The colleges principal, Jan Atkinson, said Ofsted was very complimentary about Findlay, who comes in four days a week.

The college learns a lot about students with anxiety who tell us what they may not [otherwise] during their time with the labradoodle.

Atkinson said other students ask to see Findlay if they are upset. It is all about personal development and wellbeing of the staff and students, she added.

The college used Pets As Therapy (PAT), a national charity which organises volunteers, to get Findlay accreditation as an official therapy dog. His owner is Atkinsons personal assistant and offers his services for free because she sees the benefit.

Atkinsons tips for introducing a pet include bringing in a really placid dog who is very socialised although she acknowledged that some students have a phobia of dogs.

Jeffrey of Leeds City College

Leeds City College spent around 1,600 on Jeffrey, a cockapoo, who will be two next week. He is cared for outside of opening hours by Emma Langford, the colleges deputy head of childcare and public services, who estimates that his annual costs, including insurance, vet bills and food, total around 1,000. These are covered by the college.

Jeffrey is awaiting an assessment with PAT to become a registered therapy dog. The college then hopes to use him to make links with other institutions, such as Leeds Beckett University.

Langford explained that the cockapoo has some timetabled sessions where he sits next to certain students if they lack focus.

A group studying maths, for example, who lacked confidence, requested his presence. The students are all attending [more regularly] now and said he makes us stay calm and listen.

I think every school and every college should have one

Langford said the dog also brightens the day up for staff and, if they are having a challenging day, Jeffrey can help by visiting the staffroom.

Jeffrey has his own Instagram account which is used to deliver messages, such as revision reminders, to his 1,100 followers. A photo of Jeffrey with Gavin Williamson was posted on 6 September when the education secretary visited the colleges Quarry Hill campus.

Langford said: The first year was very demanding, with challenges in making sure he went outside every hour. She recommends having a rota and maybe a base where it is accessible to go outside.

Kingston Maurward College may have been one of the colleges to start the practice. Nicky Porter, the assistant principal, told FE Week that she started bringing in her own dog, Fred, when she began work at the college in Dorset around 20 years ago.

The land-based college now has a dogs on campus policy, with staff allowed to bring their pets into work once checks have been made.

We are always very clear with students, if they are not comfortable, to tell us, Porter said. She estimated that about ten dogs regularly visit the college.

Animal welfare has to be taken into account

Students in Kingston Maurwards animal science building may be given a time-out card if they are feeling anxious, stressed or worried. They then spend five minutes with Ernie, the principals black labrador.

When students return they are completely different and praise the practice in course reviews and self-assessments.

Hector, a border collie, is the colleges only registered therapy dog. He is owned by the library support assistant, who has never asked for a contribution for the costs, although Porter said it was definitely something we would do.

The assistant principal recommended the adoption of therapy dogs by other colleges especially with the rise in concern in mental-health issues for students. [Therapy dogs] are almost another side to your students welfare team.

Hector from Kingston Maurward College

Dotty, a seven-month-old labradoodle spends every day at Bath Colleges special educational needs and disability centre. Students with social, emotional and learning difficulties need to think about her needs as well as their own, the importance of listening to each other and sequencing instructions, according to Caroline Pack, Dottys owner and a college lecturer.

However, the college has to be careful with one student who gets very nervous in the labradoodles presence.

Pack said: The main benefit of taking her in is getting the students interacting with her and each other. I think every school and every college should have one.

At Barton Peveril sixth-form college in Hampshire, Barney, an eight-year-old chocolate Labrador, has been going in once a fortnight since May. Her owner, Shelley Hughes, is the colleges nurse.

Barney has acted as an ice-breaker for students who need additional support but might not usually come forward.

Matthew Robinson, National Volunteer and Events Manager at Pets As Therapy, which has 6,000 volunteers who use their own pets to visit locations including hospitals, said there was an incredible amount of demand for the service which we just cant meet at the moment.

PAT volunteers must pay an annual subscription fee of 19, which covers them under the charitys insurance. The registration process involves submitting proof of vaccinations, two independent referees and an assessment of the owner and dog together as a team by a trained assessor who checks that the pet is happy being cuddled.

Main benefit is getting the students interacting with her and each other

Dogs generally enjoy the interactions, Robinson said. Animal welfare has to be taken into account.

But animal charities are not so keen. The RSPCA discourages education establishments from keeping and looking after animals, adding: Unfortunately, it is not uncommon for pets intended to live at a school to require rehoming.

The Dogs Trust strongly advises against introducing a dog to an education environment as it can be extremely stressful for most of them.

While Robinson said he had not heard any horror stories, if there are reports of a dog snapping or getting worked up, their visits stop and a reassessment is arranged.

Therapy dogs have become increasingly popular in the US over the past decade, according to a 2017 study by Troy University, based in Alabama.

And research in 2018 by the University of British Columbia (UBC) in Canada found remarkable results as participants reported significant reductions in stress as well as increased happiness and energy immediately following a drop-in therapy dog session.

Stanley Coren, study co-author and professor emeritus of psychology at UBC, said: We found that, even 10 hours later, students still reported slightly less negative emotion, feeling more supported, and feeling less stressed.

Former education secretary Damian Hinds has previously admitted that he had not realised the incidence of wellbeing dogs in education providers until he visited classrooms. He said it was a great thing for learners and can be really uplifting.

The idea is not just restricted to domestic pets. In Florida, Bubba, a therapy alligator weighing almost 14 stone, visited a school for children with autism.

Liz Maudslay, policy manager for learners with learning difficulties at the Association of Colleges, acknowledged that some institutions were introducing dog therapy with successful outcomes, particularly for those who experience anxiety and depression.

She added: It is completely up to individuals if they want to take part in this kind of therapy and colleges always prioritise the health and safety of their staff and students.

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Ofsted praise college therapy dogs as popularity on the rise - FE Week

Date posted:27/11/2019 Application closing date:11/12/2019 Salary:9.73 per hour Package:plus excellent benefits

Job description

We are currently looking for a number of part time Cleaning Assistants with various shift times being offered across our campuses. This is a great opportunity to start a career with us on a permanent basis.

As part of the Property & Facilities cleaning team you will provide a flexible customer focused service across our campuses. You will ensure a clean andsafe working environment for all students, staff and visitors to Edinburgh Napier University.

Shifts we are looking for are as follows by campus:

Craiglockhart

Monday - Friday 0600-0900, Monday - Friday 0600-1200, Monday - Friday 1700-2000, Wednesday - Friday 0600-0900

Merchiston

Monday - Friday 1800-2200, Monday - Friday 0600-0900

The role

Daily duties will involve cleaning offices, public spaces, all kitchen areas, labs, meeting rooms, stairways, toilets, showers etc. Throughout this position, you will adhere to relevant statutory regulations especially in relation to waste management.

This role is manual in its duties so a level of physical fitness is necessary, long periods of walking and pushing/pulling equipment, bending, mopping, etc

You will be flexible in your approach to working place; candidates must be aware that on occasion staff will be asked to work on a campus by their supervisor eg providing cover for colleagues due to sickness or holiday cover to ensure the University and departments needs are met.

Who we are looking for

We are looking for committed, flexible and reliable individuals to join our team. Ideally you will have previous experience in cleaning in a commercial setting but what we are especially interested in is your customer service delivery skills. Our cleaners are an integral part of our team and you will be expected to communicate with students, staff and visitors to the University so a friendly and approachable demeanour is essential.

This fantastic opportunity to join a collaborative and supportive team will not only allow you to provide excellent customer service to the University but will also allow you the chance to receive training, personal development and career advancement within the University.

Applicants must demonstrate:

Desirable attributes

To know more about this exciting opportunity pleaseclick hereto view the role profile.

Benefits we offer

In return, we offer a great working environment where we support ambition, recognise achievement and offer an attractive benefits package. This includes a minimum of 36 days annual leave pro rata'd for part time (includes bank holidays), a generous pension scheme, professional development opportunities, discounted access to onsite sports facilities and a wide range of other staff discounts

Salary: GBP 9.73 per hour Grade 2

Additional Information

Please apply with a CV and cover letter to k.crabbe@napier.ac.uk quoting job reference 0000007219

Closing date: Wednesday 11th December(midnight GMT) Interview date: Wednesday 18th December

The University is committed to inclusion, demonstrated through our work in respect of our diversity awards and accreditation's (Advance HE's Athena SWAN Charter) and holds Disability Confident, Carer Positive and Stonewall Scotland Diversity Champion status.More details can be foundhere.

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Cleaning Assistants job with EDINBURGH NAPIER UNIVERSITY | 187754 - Times Higher Education (THE)

Media Bounty won the Grand Prix at The Drum Agency Business Awards 2019, having already clinched the Social Media Agency of the Year and Corporate Purpose awards. Here, the agency reveals how and why it is has put ethical standards at the heart of its business philosophy.

The challenge

We are Media Bounty. A creative social media agency with a conscience. For us, corporate purpose means more than just words. It means stepping up to take responsibility for effecting change.

We are facing unprecedented threats to our way of life and very existence we believe individuals and businesses have a responsibility to effect social and environmental change, and we seek to partner with brands taking this responsibility seriously. In fact, consumers are demanding it.

The 2019 Havas Meaningful Brands report suggests 55% of people believe companies have a more important role than governments in creating a better future.

Of course, this social and environmental consciousness is becoming very fashionable in 2019. But not many agencies have a 10-year track record in this arena. We do.

The strategy

Protecting our world for future generations is central to our vision (along with the long-term growth of our clients and our people). That means having an environmental conscience, but also working in a socially conscious way and embracing genuine transparency to effect change in our industry too.

Environmental

Since our inception 10 years ago, we have supported our charity partner, World Land Trust - an international conservation charity protecting critically threatened habitat, acre by acre. To date, we have donated in excess of 58,000, saving habitat equivalent to the size of Monaco (and some!).

This support has been consistent since we started the business, with us making a donation for each client project we undertake meaning weve donated even when historically we havent made a profit. But we are more than just a donor. We have invested time, as well as money, over the long-term. One of our directors is an ambassador for the charity and our whole team is engaged with the cause. We frequently undertake pro-bono work to support the charitys comms. This year we produced a comprehensive social media strategy for them, volunteered at their events, and continue to work on an ongoing consultancy basis.

In Q4 2018 six of us fundraised in excess of 2,000 by walking the Thames Bridges Trek to raise money to protect the Nangaritza Valley in Ecuador.

Later this month we are closing the agency to join the Global Climate Strike and have been approached to talk to other agencies in the Create & Strike movement about how they can clean up their acts with regard to the type of companies they work with. We blacklist certain industries we have turned down lucrative briefs from petrochemical, tobacco and gambling companies in 2019 alone.

We are also organising a canal clean with former employee and #PlasticPatrol founder, Lizzie Carr. And were proud to use 100% renewable energy, be militant about recycling (Gold status with First Mile recycling!), choose eco office products where possible, and work to reduce our carbon footprint.

Social

Since the agency was founded, we have offered all staff up to five days supplementary paid leave for voluntary work in the community as a contractual benefit. To date, our employees have partaken in a broad range of activities including: listening to school children read in schools; supporting youth groups with mentoring and summer camps; cooking meals in homeless shelters; gardening for an urban bee project; building an artificial reef in Thailand; and supporting the elderly LGBTQ+ community. We strongly believe this supports our employees personal development as well as benefitting the community and/or environment.

Earlier this year we also undertook a pro-bono media campaign for Clarity (soap company) which provides employment, training and support for people with disabilities.

On a more personal level, we believe in offering staff a genuine work/life balance and were early adopters of flexible working. This revolves around core hours of 10am to 4pm and employees can time-shift their day either side of that. Working from home is also an established part of our culture. In practical terms, this means that one member of our staff has just successfully completed his MA and made this compatible with a full-time role. In addition, we have a number of parents working part-time, all on different working patterns.

Industry

We passionately believe in dealing responsibly, openly and fairly with clients and potential clients. We are strong advocates of genuinely transparent media, and have a zero-tolerance policy towards bribery, corruption and anti-competitive practices. We rally against the culture of rebates and marking up third party costs. By maintaining these ethical standards we believe we are able to maintain the trust that is essential for long-term client relationships to flourish. Our greatest achievement in this area has been the establishment of the Conscious Advertising Network (CAN), founded by our MD, Jake Dubbins and strategist Harriet Kingaby.

The initiative seeks to ensure industry ethics catch up with the technology of modern advertising, by, for example, eradicating ad fraud, producing diverse content, and ensuring brands are not funding hate speech or fake news. We are proud partners of Fenestra and offer complete transparency in the ad buying supply chain.

In the context of all of this, we want to work with brands to help them find their brave. Were immensely proud of our work with Bodyform which has broken taboos around menstruation and female bodies and helped them achieve recognition as Brave Brand of the Year in Q4 2018.

The results

2019 saw the official launch of CAN. As co-founders Jake and Harriet formed this voluntary coalition of more than 60 organisations to ensure industry ethics keeps pace with digital technology.

The aim is to actively encourage the advertising industry to adopt a leadership position on these ethical issues by embedding relevant criteria into company internal policies, creative guidelines and agency briefs. The initiative has the backing of ISBA and led to Jake being invited to address the UN Compact on Migration in Marrakesh in December 2018.

Media Bounty has led the way in adopting the principles it helped to formulate. We have just been shortlisted with Fenestra for the Tech Transparency Award in the M&M Global Awards for International Media and Marketing, for work we did with Method & Ecover.

We are also honoured to have been chosen by Greenpeace and UKSGN to work with them on a media campaign for the Global Climate Strike later this month.

We love their commitment to ethical advertising, something which is very important to us an ethical and transparent brand, and sets them apart from their competition. Media Bounty care and are truly committed to doing the right thing, partnering with us to achieve the most efficient, effective and engaging campaigns weve ever had. - Holly Rix, Head of Brand, People Against Dirty (Method & Ecover).

The relationship we have with Media Bounty is hugely important to us as an organisation. Their passion for what they do, what we do and their ethical approach shines through and we are extremely pleased to be working with them. - Dan Bradbury, Director of Communications & Development, World Land Trust.

"Great boutique agency that always delivers challenging, engaging content. Understands brand DNA and business context and able to adapt team structure to respond to business needs. A pleasure to work with." - Nicola Coronado, marketing director, Essity (parent company of Bodyform).

Media Bounty was a winner at The Drum Agency Business Awards 2019.

Originally posted here:
Conscious advertising: why Media Bounty puts purpose at the heart of its agency model - The Drum

In an effort to prepare the youth for the needs of a changing global economy, Dieudonne Allo developed a program equips learners with future-fit skills such as coding, entrepreneurship and design thinking. The idea is to prepare the students for the job market, but also to make them use their creativity and passion. This was born out of a passion to help address the failings of the industrial schooling system, especially in poorer communities.

Global Leading Light Initiatives (GLLI) is a non-profit organisation based in Mthatha, Eastern Cape. It was created to increase opportunities for youths to develop their natural gifts and be part of the tech economy. Our aim is to establish an ecosystem of technology entrepreneurs and a pipeline for entry-level jobs in these communities.

In 2013, I was a teacher at Lutoli JSS, a rural school around Mthatha. I saw lots of my students, though talented was classified as "students with learning disabilities". Some had amazing skills that counted for nothing in any academy subject. I had seen many such students repeat classes and dropping out, I then knew something else was possible a space to develop personal talent and innovation over and above academics. This made me start a student club called Leading Light Club.

I believed that every human being had a beam of "light" in them, otherwise called a unique talent or gift, which if given the right space and support, would shine and be a source of light for their communities.

The Leading Light Club was a school club which coached students to develop their natural gifts. In 2015, it was registered as a non-profit organisation, providing space for creativity and innovation in youths and communities. Parent and teacher clubs called "Iziko" provided teachers and coaching skills to parents and teachers to coach young persons to develop their gifts. Iziko was piloted in Cato Manor in KwaZulu-Natal, Gaborone in Botswana and Mthatha in 2015 and 2016.

The Leading Light Clubs were piloted in six high schools in Mthatha and Walter Sisulu University in 2017 and 2018. We spent the last three years working in Mthatha to find out the communitys needs and iterating our model. This led to the current technology and entrepreneurship model called the Community Innovation Lab.

We have two main programmes serving students and unemployed youths. Our school programme provides digital, design thinking and entrepreneurial leadership skills with the intention to spark students interest in innovation, technology and entrepreneurship. Our community programme, called the LL-Tech Academy, provides hands-on training in digital engineering, electronic waste recycling and entrepreneurship as well as business incubation and acceleration to school drop-outs, high school leaders and unemployed graduates around Mthatha.

A major obstacle has always been a lack of funding. Fortunately, I have been lucky to have some strong support from many community members, some of who have been working passionately with me for years as volunteers with no stipend.

The challenge of working with volunteers is the fact that they often leave having been trained, with all the experience as soon as a better financial opportunity shows up. I try to keep them motivated through a community-driven and collaborative leadership approach.

Another obstacle was that of lack of skills. I spent the past years developing my project management skills through a number of national and international fellowship programmes such as the StarttingBloc Fellowship, the Goldin Institute, Foundation for Professional Development, and Echoing Green Fellowship where I have been a semi-finalist for two consecutive years and the Red Bull Amaphiko Academy.

Through these programmes, I have honed my entrepreneurship and leadership skills and feel very confident to drive grassroots impact entrepreneurship.

There is a lot to say here, but the most important advice I would give any aspiring entrepreneur is to know your "why" before venturing on this journey. You need to ask yourself the right questions to know what your motivation is. Because this is what will empower you to overcome adversity. I will also advise them to build their competence by doing some short courses to develop the skills required to run a successful business. There are many free resources and courses online.

My last piece of advice is to get a mentor. I didnt realise how important coaching and mentorship is for an entrepreneur until I joined the Red Bull Amaphiko Academy. I now believe that having someone to support you in your journey and to who you are accountable is one of the most important things for an entrepreneur.

This is a tough one, as I have so many proud achievements worthy of mentioning here. However, I feel like mentioning my appointment into the United Nations Selections Committee for the Solutions Summit in 2018 and 2019.

I took part in the selection of the 10 best global projects addressing the UN SDGs and was an acceleration partner to some of these projects during the summit at the UN headquarters in New York during the last UNGA. I feel it was a recognition of the impact created through my work and leadership. This made me really proud, especially looking at where I come from.

Entrepreneurship is one of the oldest careers and wont be going anywhere soon. Many innovations are springing up daily in townships, cities and even rural areas. The Government of South Africa and some other development agencies are doing a good job in supporting these innovations to grow into successful entrepreneurial ventures. However, despite this, only an estimated 15% of tech start-ups in South Africa are making a profit. This means more has to be done in terms of skills development and funding.

Red Bull Amaphiko is the best entrepreneurship incubator I know of in South Africa. They really give entrepreneurs wings to fly. Mentorship is one of the most important needs of an entrepreneur, and Red Bull Amaphiko provides that in a very practical way. They also put the entrepreneur at the centre of the intervention. There is a need for many such programmes to grow the entrepreneurship ecosystem in the country. I have already benefitted enormously from their support.

Some may be able to provide skills, some may make in-kind donations, and others may volunteer their time, while others may just give useful feedback. Some might even help connect you to potential donors.

My biggest struggle so far has been to obtain training space and financial resources to extend the impact of our programme to many deserving youths. Out of 233 youths who applied to be in our academy this year, we were only able to recruit six due to our limited resources.

We found that there is a niche for rural and township tech innovation and entrepreneurship around Mthatha and rural surrounding communities, but the support system isnt strong enough. We are struggling to get the resources we need to set up a technology innovation and entrepreneurship support programme to serve unemployed youths and students, who we realised by working with them over the years possess a huge potential for tech innovation.

Our organisation has achieved tremendous outcomes in the past two years. So far we have supported the creation of five youth-owned tech businesses in Mthatha. Most of these youths joined the academy with no IT skills but today they are cisco and CompTIA certified IT technicians running their own businesses.

Some are already making a living out of their businesses. In our School Innovation programme, one of our participants in grade 12 from under-resourced school has invented a game which is helping students boost their performance in economics and inspiring student entrepreneurship. These are some of our major highlights.

I would like to see GLLI running grassroots innovation Hubs in at least three communities in South Africa, each with a well-equipped IT engineering lab, prototype lab and STEM lab as well as a business incubation space.

See the rest here:
#EntrepreneurMonth: The program that prepares youth with future-fit skills - Bizcommunity.com

Youngsters relive moon landings at Cineworld in Sheffield

More than 400 local young people and their teachers were treated to a unique commemoration of 50 years since the first moon landing, which was out of this world.

Following a screening of documentary Apollo 11, which was created entirely from restored archive materials, the UK Space Agencys Head of Space Exploration, Sue Horne, led a fascinating talk and Q&A with an engaged primary audience.

The screening was part of a major series of events organised by the Into Film Festival this year to educate and immerse young people in the history of the moon landings.

Others have included a collaboration with Live Cinema UK and Yorkshire-based art-rock collective Stems in Leeds Town Hall as well as several screenings of Armstrong and First Man across the UK.

Into Film is an education charity that puts film at the heart of children and young peoples educational, cultural and personal development. More than half of UK schools engage with the programme.

A student from St Albans Primary School, said: My favourite part of coming to the Into Film Festival was getting to ask lots of questions. My favourite question was, how much money would it cost to build a rocket. Apollo 11 taught me a lot about rockets and how to launch them

The Into Film Festival returned for its 7th year from 6-22 November and is the worlds largest free film festival. Standout Sheffield events included the Festivals launch premiere of environmental documentary 2040 with UNICEF, an exclusive preview of The Aeronauts presented with the BFI London Film Festival and a screening of Horrible Histories: Rotten Romans featuring a talk from the BBFC (British Board of Film Classification).

The Into Film Festival, hosted by film education charity, Into Film is supported by Cinema First and the BFI through National Lottery funding and backed by the UK film industry. It is notably one of the biggest, free cultural events of the year and is curated for UK pupils aged 5-19 offering over 3,000 film screenings and speaker events covering a vast range of curriculum-linked topics.

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Space experience for Sheffield students is out of this world - The Star

Definition of Time Management

Time management is the process of planning and controlling how much time is spent on certain activities. Good time management allows a person to accomplish more in a shorter period of time, reduce stress, and lead to career success.

One important ability in running a business is good time management. If you cant manage your time well, theres no way you will achieve anything that was planned beforehand. Time management will be difficult to implement if you dont value time at all. When you waste the time you have, it will feel very heavy when trying to achieve business success.

If you want to succeed in business, time management must be considered well. Those who have success also have the same time as you, so you still have a chance to succeed. So, this is not about how much time you have. Its about how effectively you manage your time.

Benefits of Time Management

The ability to manage your time effectively is important. Good time management leads to increased efficiency and productivity, less stress, eating more success in life as well as your business. Here are some of the benefits of managing time effectively:

1. Relieve stress

Creating and following a task schedule reduces anxiety. When you check the items on the to do list list, you can see that you are making real progress. It helps you avoid stress because you are worried about whether you have accomplished something.

2. More time

Good time management gives you extra time to spend in everyday life. People who can manage time effectively enjoy more time spent on hobbies or other personal activities.

3. More opportunities

Managing time well leads to more opportunities and less time wasted on trivial activities. Good time management skills are the main quality sought by employers. The ability to prioritize and schedule work is highly desirable for any organization.

4. The ability to realize goals

Individuals who practice good time management are able to achieve goals and objectives better, and do so in a shorter time.

List of Tips for Effective Time Management

After considering the benefits of time management, lets look at several ways to manage time effectively:

1. Set goals correctly

Set goals that can be achieved and measured. Use the SMART method when setting goals. Bottom line, make sure you set goals that are Specific (Specific), Measured (Measurable) , Achievable (Attainable) , Relevant (Relevant) , and Timely (Timely) .

For example, every night before going to bed, make a list of activities for the next day. This is indeed a little disturbing your sleep time. But by making a list of activities, you effectively determine what activities will be carried out the next day. That way, you have a reference to being able to work optimally. Indirectly it will prevent you from inefficient time.

2. Prioritize wisely

Prioritize tasks based on importance and urgency. For example, look at your daily assignments and determine which:

3. Set a time limit for completing the task

Setting time limits for completing tasks helps you be more focused and efficient. Making extra effort to decide how much time you need to share for each task can also help you identify potential problems before they arise. That way you can make plans to deal with them.

Not only finance must be audited, the time spent must also be audited. Take a few moments to assess how you spend your time. You can use your daily activity book or cellphone to record all activities carried out.

Is the time spent well spent? Is there time wasted? You can judge when the time you spend is often and make sure no time is wasted.

4. Rest between tasks

When doing multiple tasks without breaks, it is more difficult to stay focused and motivated. Allow some time breaks between tasks to clear your mind and refresh yourself. Consider taking a nap, going for a short walk, or meditating.

You might not think that this will help you manage your time better, but meditating and exercising every morning will make your body fitter. That way, you can do various routine activities that are usually done. So the time available can be used properly. After exercising, your mind will also be fresher and can think clearly to do the task at hand.

5. Manage yourself

Take advantage of your calendar for long-term time management. Write deadlines for projects, or for tasks that are part of the overall project completion. Think about which days are best for dedicating certain tasks. For example, you might need to plan a meeting to discuss cash flow on the day you know the companys CFO is in the office.

6. Delete the tasks / activities that are not important

It is important to delete excessive activities or tasks. Determine what is important and what is appropriate for your time. Removing unnecessary tasks / activities frees up more of your time to be spent on things that really matter.

One of the biggest time wasters you have is bad habits. Whether its watching movies, going to parties, using too much social media, playing games, often going out for drinks with friends, or so on. Bad habits that take up less precious time we have.

Use your time wisely by eliminating your bad habits if you are serious about achieving big goals in life. Think of time as gold that you must guard well

7. Plan ahead

Make sure you start every day with a clear idea of what you need to do what needs to be done TODAY. Consider getting used to, at the end of each work day, to go ahead and write a to do list for the next workday. That way you can touch the ground the next morning.

Finding a mentor who can guide you in managing time is also important. You will easily be lulled into doing other activities that are outside the plan if you do not have a mentor. His experience will make you have an extraordinary time management. Be selective in choosing a mentor, make sure he can help you at any time.

Bad Time Management Consequences

1. Poor workflow

Inability to plan ahead and not holding fast to goals means poor efficiency. For example, if there are some important tasks that must be completed, an effective plan is to complete the related tasks simultaneously or in sequence.

However, if you dont plan ahead, you end up having to jump back and forth, or back off, in doing your work. That means reduced efficiency and lower productivity.

2. Time wasted

Poor time management results in wasted time. For example, by talking to friends on social media while doing an assignment, you disturb yourself and waste time.

3. Loss of control

By not knowing what to do next, you suffer from losing control of your life. It can contribute to higher levels of stress and anxiety.

4. Poor quality of work

Poor time management usually decreases the quality of your work. For example, having to rush to complete a task at the last minute usually reduces the quality of the results of the work itself.

5. Bad reputation

If your client or boss cannot rely on you to complete tasks in a timely manner, their hopes and perceptions about you will be affected. If clients cannot rely on you to get things done on time, they will likely take their business elsewhere.

Conclusion

Not only in your business, is time management also directly related to your life. If you manage your time well, you can get a good quality of life. In business, another crucial thing besides time is bookkeeping. Without good bookkeeping your business will be very difficult to develop. The solution is to use accounting software to facilitate business bookkeeping. You can use online free and paid bookkeeping software for your business.

Author Bio:

Amy Fisher, has begun to be interested in the world of self-development since he was in college. Her passion for the world of self-development has led him to become a diligent student, continue to practice, and read many books on self-development and psychology. With the motto sharing is the way of learning, Amy also writes motivational articles, inspirational stories and the science of personal development on her personal blog. Later on she joined one of the most leading company in UK as HR and proved herself to introduce a powerful management system and trained employees to manage their time effectively. This article by Amy sheds her powerful thoughts of effective productivity. We are thankful to Amy for his contribution in our nursing essay writing service to train our writing team and settle other issues and she turned out best. Hope this article of Amy will help you to save time like our team members.

Excerpt from:
Benefits and Tips for Good Time Management for Your Business - Thrive Global

Gen Z the age group that roughly encompasses individuals born between 1997 and 2015 has arrived, and its about time organisations started taking notice

Millennials remain the focus of attention (and much derision) in many online think pieces. When cultural commentators arent criticising them for being snowflakes, companies are cynically trying to appeal to their progressive sensibilities. But with the Pew Research Centre defining a Millennial as anyone born between 1981 and 1996, the oldest members of this cohort are now approaching their 40s. Whether you hold broadly positive or negative views of the generation in question, one thing is clear: theyre not the new kids on the block anymore.

While businesses have spent time analysing (and generalising) Millennials, their successors have quietly entered the workforce. Generation Z (Gen Z) the age group that roughly encompasses individuals born between 1997 and 2015 has arrived, and its about time organisations started taking notice.

Each employee is an individual, and businesses should not expect entire age groups to behave in a homogenous way

Perhaps the main difference between Gen Z and those who came before is the fact that they are the first generation of true digital natives: while many Millennials have grown up in an age of great technological development, older members are likely to remember the dark days before the internet. Gen Z is also extremely entrepreneurial, competitive and welcoming of change. If hiring managers want to attract these bright young minds to their companies, theyll need to recognise that they have different priorities to older members of staff.

Get up and go One of the most striking things about Gen Z is that studies have shown it to be the most entrepreneurial generation yet. According to research collected by Online Schools Centre, 41 percent of Gen Z plan to start their own business and 45 percent believe they will invent something that changes the world. As with any generation, these trends have not developed in isolation they are products of the world in which young people today have grown up.

Coming of age during a time of hardship (a global recession, for example) often brings more entrepreneurial spirit, so that will certainly have a lot to do with the raw drive and hunger seen in many Gen Zers, Ben Gamble, Head of Agency at Shout About, a London-based creative events agency, told European CEO. In addition, I think Gen Z saw a lot of burnout first-hand watching older generations work day and night without much me time, which I believe increased their desire for a better work-life balance. Many, I am sure, see having their own business, whereby one can work to a rhythm that perfectly fits their needs, as an excellent option for a healthier life.

The decade of slow growth and, in some countries, government-imposed austerity that followed the global financial crisis of 2008 coincided with many Gen Z members formative years. Over this period, they witnessed Millennials struggle to achieve the financial security attained by past generations, despite no shortage of ability or hard work. Theyve seen older generations take on side hustles a marketing euphemism for second jobs to simply get by.

Against this backdrop, its easy to see why Gen Z are so keen to strike out on their own. Whats more, theyve been helped by the fact that starting a business has never been simpler: the digital economy has lowered barriers to entry across a whole range of industries. That doesnt mean its any easier to have a successful career, but whether you want to become a YouTube star or an online business mentor, you no longer need huge amounts of up-front capital to get started.

The future of the woke-place Although many within Gen Z harbour ambitions of becoming their own boss, there are still plenty in this cohort that will end up in a more traditional employee-employer relationship. For businesses and recruitment agencies, the task remains unchanged: catching the eye of the most talented individuals.

For members of Gen Z who dont start their own business, career progression is hugely important. According to research conducted by workplace coaching firm InsideOut Development, 75 percent of Gen Z think they should receive a promotion after working in their first position for just one year, while 32 percent believe career advancement should occur after six months. They are also keen to be mentored on their way to the top more than 75 percent believe that a managers ability to coach is an important attribute.

Employers can appeal to Gen Z talent by keeping things interesting, Gamble said. Its essential to offer roles with clear progression and training programmes so that talent will continue to grow and learn. We also find that offering unique rewards and benefits, such as flexible working hours, along with regular team-building exercises also pays dividends.

Employers looking to attract Gen Z staff should be aware that ethics are a key consideration for this generation. Many, if not all, members of this group champion social activism and progressive attitudes in their place of work. Social purpose is a big value set for Gen Zers, Dr Naeema Pasha, Director of Henley Careers, told European CEO. We see in the media every day how young people are taking a stand on issues like climate change diversity and inclusion. These values will eventually move into the mainstream and become more dominant beliefs across all age groups. We found in our research that more than half (53 percent) of Gen Z feel they need to be able to express values that are important to them through their career and nearly a third (29 percent) find it annoying when employers dont share the same values.

As Pasha explained to European CEO, wokeness the quality or state of being aware of social justice issues is an increasingly important value for the members of Gen Z (and younger Millennials) now entering the workforce. Flexibility is also highly prized: unsurprisingly, the generation most inclined to become entrepreneurs demands a high level of autonomy from its employers.

Celebrating difference In every workplace, the employer-employee relationship should be a reciprocal one. As Gen Z begins to make up an increasingly large proportion of the workforce, they will understandably be keen to undergo personal development under the tutelage of their more experienced co-workers, but senior members of staff should be open to learning from their new recruits as well.

Gen Zers are enthusiastic, willing to take risks and explore new ideas, Danny Brooks, CEO and co-founder of VHR, a global technical recruitment organisation, told European CEO. They value diversity in experience and encourage the inclusion of everyone from all walks of life, which is highly beneficial to teamwork, especially across different generations. Technology skills are useful not just in themselves, but for the ability to learn new ways of working and adapt fast to dramatic change.

As Brooks mentioned, Gen Z has plenty to offer in terms of skill set, particularly when it comes to digital solutions. According to WP Engine and the Centre for Generational Kinetics 2018 report, Reality Bytes: the Digital Experience is the Human Experience, 61 percent of Gen Z cannot go more than five hours without internet access; 32 percent cant last more than an hour. Connectivity is not simply another part of their lives, whether in or out of the office it is a necessity. This has resulted in Gen Z being naturally accustomed to digital tools and the pace at which they change. Managers should tap into, and learn from, this capability.

Another thing that more senior members of staff may discover as they are joined in the office by members of Gen Z is that all the survey results in the world cannot tell them everything they need to know about their new recruits. Each employee is an individual, and businesses should not expect entire age groups to behave in a homogenous way. This is as true for Gen Z as it was for Millennials, Baby Boomers and, indeed, all past generations. Identifying general trends among potential employees is a good idea; generalising is not.

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Businesses must make space for Generation Z in the workplace - EuropeanCEO

For many modern companies, the technology team plays an integral part in the business. They're the ones who address critical problems, develop customer solutions and keep workflows moving with up-to-date tech tools.

It makes sense, then, that a leader should focus on keeping their tech team motivated and satisfied in their jobs. But how do you properly thank andencourage this hardworking group for their efforts?To find out more, we asked a panel ofForbes Technology Councilmembers how they keep their own tech teams happy.

1.Create A Culture Of Radical Transparency

I bend over backwards to make sure that there is radical transparency, where every single team member knows exactly what we are doing and why. I encourage brutal honesty to force discussions of the facts. Also, everyone is an owner. Every team member should treat the company like its their ship, and if they dont, they get off the ship. - Charles Silver,Permission.io Inc.

2. Share Their Impact On The Bigger Picture

It is imperative to the success of the entire organization that the tech team understand the impact their work has on the success of the company. Team members are motivated when they understand the overarching goals of the business and how their individual contributions play into achieving these goals. And just as important and warranted is celebrating their impacts and contributionslarge and small. - Kam Eshghi,Lightbits Labs

3.Connect Their Work To A Meaningful Purpose

The best way to sustain team motivation and happiness ultimately requires working on meaningful projects. The sense of purpose and making a difference is what gets our tech team out of bed each day. In our agriculture projects, its knowing that what you are doing with technology architecture is fundamentally advancing farming practices around the world. - Mark Pryor,The Seam

4. Prioritize Professional Development And Accountability

Provide opportunities to expand their knowledge through training and different work assignments. Provide flexible work arrangements. Show your trust in them by holding them accountable and responsible for their decisions. - Ray Murphy,Leo Cyber Security

5. Promote Top Performers

Give them achievable goals that they can hit, and give them exciting new projects to work on and always show them the big vision of what impact they are making. Promote the top-performing people periodically. Finally, have 1-on-1 meetings weekly, and have a coaching and career plan. - Gaurav Bhattacharya,InvolveSoft

6. Clearly Articulate Goals

Our tech team is supremely talented. I find the best way to keep them motivated is to clearly articulate what the goal is, and whyand then give them space to get there! Something we're trying to get better at is better celebrations upon hitting our goals. That's the next area for improvement. - Rory San Miguel,Propeller

7. Give Everyone A Voice

We aim to align everyone on the company vision and encourage them to voice how best to realize this together. Most developers like to work towards short-term goals where they have the freedom to decide how to accomplish these. We find that team-members are most motivated when their work is well matched with their individual abilities, inclinations and personal development ambitions. Finally, everyone loves recognition, so we encourage show-and-tell sessions and celebrate successes as a team! - Tom Salvat,CONCURED

8. Set Measurable Success Criteria

I've learned that to keep the team motivated and happy, they need to believe in the company's vision. If they believe in the vision, they will contribute valuable insights and suggestionswhich leads to growth within the company. Also, measurable success criteria is a must so everyone knows exactly what is needed. - Robert Morcos,Social Mobile

9. Respect Their Autonomy

Smart, creative people thrive in an environment that respects their autonomy and values their contributions. Recognizing and rewarding positive contributions is essential to maintaining team morale. A good manager understands that their role is to support the unique needs of all team members, not to enforce arbitrary constraints. - Mike Segal,DigitalX

10. Keep Challenging Them

Give them challenging assignments! When you work with the very best people in the industry, they need challenges beyond new features and fixing bugs. Giving them the flexibility and the challenge to work on advanced/fun projects is key. Also, providing them with good visibility where we stand vis-a-vis the competition (when we lose or win POCs for example) is a great way to get them more engaged in the business and motivates to improve the product further. - Galina Antova,Claroty

More:
10 Strategies For Building A Happy And Motivated Tech Team - Forbes

Traveler hiking in nature.

By: Dr. Sandra Lewis

Weve reached the final quarter of the year. Its a time when we almost reflexively look back to what we set out to accomplish at the beginning of the year.Many of us have moved someNew Years resolutionsand goals into our win column.But disappointment about what we did not achieve is also quite common at this time of year.

We ruminate about the wrong turns or actions that we didnt take to realize our dreams. We worry that we didnt achieve our financial goals. These thoughts and feelings can send us on a downward spiral toward regret, self-doubt, and even dread. We end up drained and anxious rather than energized and productive.

Truth is, these months make forsufficient time to make progress on something meaningful. This is about how much time nature takes to complete one season. Surely its enough time to take actions that will have a positive impact in our personal and professional development.

Revamping a self-care plan, writing a book chapter or two, taking a new approach to marketing an existing product or service, changing productivity strategies to get out of overwhelm and over-exertion, hiring an assistant, or plotting a new career or business direction are among the endless possibilities.

Nature just staged a worldwideequinox, which coincided with the final 100 days of the year. The change of seasons and the cyclical patterns are full of effective growth and change strategies.

At the equinox, the sun and the equator come into perfect alignment with each other. For much of the year, night and day are doing a dance where one grows longer as the other grows shorter. At the equinox, they share a 24-hour period evenly.

Each of us has our own inner sun, our purpose, the internal guidance that brings value and meaning to all that we do. Connect what you want to accomplish in the upcoming months to your purpose and core values.Connect your desires to the positive impact that you want to have in your personal life and career. Root yourself in a deep sense of meaning.

It will be a powerful source of motivational fuel as you navigate the ups and downs along the way to what you want.

[Related:You Cannot be DerailedOnly Slowed Down]

When we experience dark and light in equal amounts, its easy to see how one complements the other. Darkness helps us understand light, and vice versa.

In the final quarter of the year, when you find yourself focusing on whats missing, use this as a reminder to get clear onwhats possible. Make a list of what youd like to accomplish. Review your list, then narrow it down to one action, one goal that you can complete within a three-month period.

Choose an impact goal. This is a goal that, once completed, will leave you feeling accomplished and have an impact on other important career and/or personal development goals.

The equinox ushered in fall in the northern hemisphere. The leaves will become brilliant with color and then the trees will release them. But once the leaves are on the ground, they partner with the earth and become fertilizer.

Consider what you need to release in order to achieve your goal. You may have a habit or behavior pattern thats kept you from moving forward. Be aware that bad habits, like good ones, provide some kind of gain for us or we wouldnt continue them.

Get clear about how your old habit has served you. As you release the old habit, decide how you will take care of that need. Then, define the new practices you will put into place to support your forward movement.

Youve probably never seen a tree struggle to keep a leaf from falling. Releasing is part of the growth cycle. New leaves can only come when the old ones fall away. What will you let go?

[Related:Look Within to Conquer the Need for "More"]

If youre in the southern hemisphere, spring has arrived. With it come winds that spread seeds. After a period of rest and behind-the-scenes work during winter, the earth is softening, ready to nurture seeds and sprout flowers.

Bringing forth a project requires balancing work with recovery and downtime. Make energy management a part of your daily plan. Build the physical, mental, emotional, and spiritual energy that you need to stay focused, centered, and thriving as you take action on your goal. The give-and-take cycle sustains your flow of energy. Nothing happens without it.

There are some plants that only flourish at certain times of year. The energy has to build in order for them to blossom.

The last nine months have prepared you for a harvest. Count your wins. Look at the actions youve already taken this year. Write them down. Celebrate. Pay close attention to the accomplishments that will help you achieve your impact goal. This is the time to reap the benefits of your work.

Take action on your strong finish in 2019. Stay aligned with your purpose and values. Let your setbacks lead you to clearly define how to move forward. Balance your energy expenditures with recovery and renewal. Gather the fruits of your labor and flow into a fresh start in 2020.

[Related:Pack Your Bags to Grow Your Leadership Skills]

Dr. Sandra Y. Lewisworks with women to transform fatigue, anxiety, and overwhelm into energy to protect themselves from burnout, create well-rounded lives, and make a purpose-driven impact in their career.

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The Final Quarter: Finish Strong With Strategies From Nature - Forbes

By: HSSN Staff Friday, November 22, 2019 | 12:28 PM

Ethan Swope knows his first head coaching opportunity will be more about development than team success.

Swope, Shaler Areas first-year wrestling coach, will take over a Titans roster with 10 wrestlers. Having low numbers will make it difficult to compete in dual meets, which feature matches in 14 weight classes.

While the PIAA might be transitioning from 14 to 12 weight classes for the 2020-21 school year, that wont help Shaler this season.

Its going to be a challenge for the next few years with numbers, Swope said. Were going through a lull right now in terms of varsity numbers. Were strong with youth and middle school numbers. Were hoping to carry that through and make sure the kids stay involved through high school.

Shaler has had plenty of success over the past five seasons. The Titans won a section title in 2016 and saw Ryan Sullivan win consecutive state titles before signing with Pitt.

Shaler also has a long history of consistency with coaching.

Drew DAgostino stepped down last season after leading the program since 2006.

Before that, Ric LaFerriere guided the Titans to a 247-99-1 record in the previous 19 seasons. LaFerriere replaced Bob Siar Sr., who guided the team for 23 years from 1965-87 and compiled a mark of 245-83-6.

Swope, a graduate of DuBois High School, wrestled for NCAA Division II Gannon. During his four-year career, Swope finished with a 58-34 record and recorded seven pins.

Swope was an assistant at Shaler for the past two seasons and previously was a volunteer at Plum.

I always want to have contact with the sport, Swope said. I always had coaches who put in a lot of time with me. Ive always wanted to give back to the sport. It teaches you so many lessons. Its nice to give back to the kids.

Swope is hoping to get Shaler headed in the right direction. That will allow the Titans a chance to build for the future.

When you are rebuilding, especially with our situation having low numbers, it gives us the opportunity to focus on individuals and their personal development, he said. We have a handful of kids with limited experience. We want to make sure each kid has separate goals. Thats the main focus of this year, focusing on each kid rather than the team aspect.

Tags: Shaler

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New Shaler wrestling coach ready to take on challenge - TribLIVE