Small businesses have spent more than a year adapting to the many challenges of operating during a pandemic. Thanks to increased vaccination rates, many businesses arereopening and many employees are looking to return to the office. But while the future may be more normal, it won't be the old normal.

In Wednesday's Small Business Week Town Hall, business leaders discussed how companies can survive and flourish in the post-pandemic future. The session was moderated by Inc.executive editor Marli Guzzetta. Panelists included Jessica Johnson-Cope, Johnson Security Bureau CEO and president; Alejandro Velez, the co-founder and co-CEO of Back to the Roots;and Natalie Kaddas, the CEO of Kaddas Enterprises and vice chair of the Small Business Council. Here's a roundup of some of the takeawaysfrom the session.

The panelists agreed that there will be a greater emphasis on occupational health and safety and offices reopen. "As a manufacturer, what we are really focused on is taking care of our employees. We've always focused on occupational safety, but how we've taken that to another level has been really important for our engagement," said Kaddas.

The CEOs anticipatedincreased investments by workplaces in Covid-safe technology, such as robotics, biometrics, and health security.

"Our clients are asking us to help them comply with their safety protocols, especially as they apply to Covid," said Johnson-Cope. She said that the pandemic created ample opportunities in the health security space for her company, and she believed that would continue for the next 18 to 24 months at least. Johnson Security Bureau worked with local hospitals in New York City, for example, to provide security for hospital visitors and patients, as well as Covid testing and vaccination sites.

Johnson-Cope said she's seen established technology, such as biometrics and camera access control systems, be repurposed for securityduring the pandemic.

Her company anticipates that the increased reliance on health security will occur on a greater scale. "As a result, they'll use less of the human element and more of the technology element," said Jonshon-Cope.

The pandemic may have changed the nature of the work some businesses do. Businesses may now find that they have to recruit new workers with new skills, or "upskill" their current workforce. The panelistscautioned that it's best to do a mix of both in order to scale your workforce.

"Say everyone is driving defensively. Who is going to drive offense? So we have to drive offense and defense when it comes to our workforce,"said Johnson-Cope. "We do have to hire to promote from within, but we have so many new opportunities that the staff we have is not going to be sufficient. So we have to find new recruiting partners, new recruiting sources, and they're going to have a different set of skills, moving beyond Covid, than they did before the pandemic."

Doors that were previously closed may now be open for small businesses. Large oldercorporations may now be looking for opportunities to increase diversity intheir ranks, be more environmentally conscious, or invest in their local communities.

"I think there areopportunities for small businesses and large businesses alike. I think there's just overall more self-awareness. Industries that are traditionally very old-school and have been really difficult to break into. Now's a good time to break into those industries," saidVelez.

See the article here:
Small Business Week Town Hall: 3 Ways to Thrive in the New Normal - Inc.

BILLERICA The return of spring sports has meant different things to different people, but perhaps most of all, it has meant to a return to at least a semblance of normalcy for the athletes and coaches that missed out on competing last spring due to the pandemic. For Shawsheen Tech Girls Lacrosse coach Alex OReilly, that may have been the best part about stepping back onto the field with her team for the first time in two years.

(Assistant coach) Heather (McLaughlin) and I were talking about that. This is the first time we have felt normal in a year, OReilly said. Especially when last year we felt like there was just going to be a two-week delay, but we never were able to get out there. I was so horrified that it could happen again, so we were so happy to actually get back out there.

They should be happy, especially with the amount of success they have had as a team in recent years, including in 2019 when they posted a 13-6 overall record and finished in second place in the CAC. Prior to that, the Rams had won three consecutive league titles, and in 2019, they also won their third straight state vocational championship.

Of course, a lot has changed since that 2019 season, with two different sets of seniors having graduated since the last time the Rams took the field. The Rams do return four players from that 2019 squad, but the remaining players are all new to the program, making for a challenging preseason for OReilly and McLaughlin.

We ended up having a full week of tryouts last week, which we never do, OReilly said. Heather and I usually only need a couple of days to figure out the varsity and JV players. But because we had only four returning varsity players it was so different. We knew those four, but the other kids, we had no idea. We needed five full days, with two hours each day in order to pick the teams.

The Rams will rely heavily on those four returning players, perhaps none more so than senior goalie Jenna Johnson. Johnson takes over in net for 2019 graduate Julia Ryan of Wilmington, who had an outstanding career as a three-year starter for the Rams. OReilly believes that Johnsons tutelage under Ryan will help her find her own success.

Jenna is just a phenomenal goalie. She learned how to play from Julia and theres not a better person she could have learned from OReilly said. Julia was a little more quiet in her leadership, where Jenna is more vocal, but they are both equally intense.

Midfielder Devin Sweeney and defender Sarah Comeau are two other returning seniors who OReilly is counting on this season.

Devin is an incredibly talented and hard working athlete. She was able to get in two club seasons since the last time we played. She is going to have a great season OReilly said. Sarah has really grown into a standout athlete. Her sense of space and self awareness has improved dramatically and she is very promising.

The fourth senior leading the way for the Rams will be Rachael Halas, who will start at one of the attack positions.

Rachael is very fast and a very good athlete, OReilly said. Her regular position Is attack, but she can also fill in at midfield. She is ready for anything.

The Rams should have a fifth senior to go along with the players mentioned above, but Amanda Howell of Wilmington will be forced to miss the season due to a torn ACL. It is the second torn ACL of Howells career. The veteran midfielder, however, is not letting that stop her from helping out OReilly and the Rams get ready for the season.

Amanda is still very much a part of our team, OReilly said. She is at every single practice, and she organized the preseason workouts for the team. She is still one of the leaders of this team, even if she is not playing.

Several Tewksbury residents will also be helping the Rams get into the win column this season, with junior defenders Gabby Ortiz and Darielle Wilson being two of the most prominent in their role as the last line of defense before Johnson.

They are the dynamic duo, OReilly said. Gabby is a very promising defender and we are expecting a big season from her. Darielle is great on defense. She played for Heather her freshman year at JV, and then missed out on her sophomore year. Both of them play low defense, so they will be a huge help for Jenna this season.

Sophomore attack Mikayla Melanson and junior midfielder/attack Ashley Talbot will be looking to make their mark with the team.

I met Mikayla in seventh grade when she played in the youth league. She is fast, and quick with her stick. She missed out on her freshman year, but she is very impressive for a first year, OReilly said. Ashley is awesome. She is very much like her sister Alesha who played for us, in that she is very fast and very intense. But she is also her own player. She will leave her mark on this program. She has improved immensely and we are really excited to have her.

Junior defender Kasey McFadden and sophomore midfielder Kylie McFadden will form a dynamic duo of their own, with each player bringing their own unique set of skills to the Rams.

Kasey is a very strong defender. She played for Heather as a freshman at JV. She is very vocal on defense, and has an awesome bubbly personality, OReilly said. Kylie is very fast. She is new to high school lacrosse, but she played club lacrosse for years, and she knows how to play the game.

With all of their success in recent years, it is only natural that expectations are high once again for the Rams. But OReilly has slightly different goals for her team this season.

I think we are definitely capable of winning the league, but that is not our focus this year, OReilly said. In speaking with the girls at the beginning of the season, we always talk about our goals for the season and normally we talk about winning the league or winning the vocational title, and carrying on the success of the past.

But this year, the biggest thing they talked about was just having a season and having a team family. Winning doesnt even matter. We just want to get out there and have fun. That is the most important thing. We would love to win as well, but right now we are just happy to be out there having a season, and especially being able to give our seniors a season.

See the original post here:
Coach, players, thrilled to be back on the lacrosse fields - Tewksbury town crier

The Australian Defence Force has faced a reckoning in the past few months. First came the shocking Brereton report exposing alleged war crimes committed in Afghanistan.

Then, in recent weeks, other critical issues have surfaced requiring urgent attention, from the royal commission investigating veteran suicides to a vigorous debate over the very function of the ADF itself in todays society.

As we prepare to withdraw our forces from the Afghan conflict without any consensus on the wars outcomes, the ADF is potentially at a crossroads.

Not only are questions being raised about its culture, there appears to be a struggle underway about its identity and purpose, as well.

A century ago, war correspondent and historian Charles Bean gave form to the idea that:

Anzac stood, and still stands, for reckless valour in a good cause, for enterprise, resourcefulness, fidelity, comradeship, and endurance that will never own defeat.

It has been a useful myth, and one that Australian soldiers continue to draw on in terms of their self-awareness and self-identity. It has also promoted civilian understanding of the potential sacrifice that lies at the heart of the ADFs service ethos.

But it has clear limitations in the modern context of war fighting, among them:

no awareness of the highly technical realities of modern warfare

little recognition of women, whose technical and counterintelligence capabilities are of equal or greater importance than men in some specific military roles

an emphasis on the mythic bonds of (primarily Anglo-Celtic) mateship forged through combat, turning men into marble statues devoid of human frailty.

The Brereton report has provided an opportunity for the ADF to rethink its core values and what it stands for. And it must keep in mind that in the age of social media, it is hard to hide or forgive a shadowy side of any institution which holds public trust.

Chief of Defence General Angus Campbell showed in his pained response to Brereton that our military is no different to any other institution in this regard. It needs social trust including the trust of those young people who are the only source of its future human capital.

This doesnt mean the military needs to be more woke, to borrow a phrase from Liberal backbencher and former soldier Phillip Thompson. It means corporate, political and educational leaders ignore changing social expectations at their peril.

Behaviour once able to be brushed under the carpet or brushed off as a joke is now a potential career killer, as social trust (and economic capital) flows away from institutions and their leaders who are deemed to be out of step with social mores.

Read more: Why Australian commanders need to be held responsible for alleged war crimes in Afghanistan

Young Australians may still come out for ANZAC Day marches, but they are equally if not more passionate about the Black Lives Matter movement and the struggle for gender equality. And theyll judge the military by how responsive it is to these and other social issues.

As Assistant Defence Minister Andrew Hastie reminded us last month, the militarys core task is using lethal violence in the national interest. Hasties emphasis on the application of lethal violence should not be discounted: it represents the sharp end of military capability.

In the end, though, the ADFs greatest asset is its people. For the best and brightest to be attracted to military service, the application of lethal violence must also be lawful and the ethical case for using such violence well understood.

The public also sees the role of the ADF as going beyond war fighting. Here, recent contributions made by defence personnel in the pandemic, alongside bushfire and flood recoveries, have promoted productive layers of community engagement.

As the ADF has drawn on the wide skill set offered by part-time, reserve personnel supported by defence logistics and command structure civilians have seen the military working on the ground as engineers, doctors, nurses and in other professions ranging from arborists to veterinarians.

Successive reviews of military culture make clear the challenges. To ensure its capability, the ADF needs to stay focused, relevant and off the front pages of the papers by addressing poor cultural practice.

It seems reasonable to assume the ADF perhaps our most valued national brand has the capacity to take the lead in good cultural practice. It did so in owning and then building on the recommendations of the Broderick reviews into the treatment of women in the military.

While far from uniformly popular among service personnel, this put the ADF ahead of society at a time when it threatened to fall badly behind.

Indeed, one of the unresolved questions from the Broderick reviews - the extent to which the Australian Defence Force Academy reflected university culture in terms of its treatment of women - fostered a conversation that led, indirectly, to the Australian Human Rights Commissions Change the Course report on sexual harassment on campus.

Vice chancellors and generals alike now find themselves accountable for ensuring a respectful culture for women across the country.

Read more: Changing the culture of our SAS forces is no easy fix. Instead, we need to face the true costs of war

There is no reason why defence cannot lead future discussions on good practice in all its facets, from war fighting to leadership training.

The Brereton report showed the ADF is willing to subject itself to public scrutiny, and to be judged by the standards it demands of our men and women in uniform. With proper sensitivity towards the effects on our service personnel, we need an honest, open discussion, leading to honest conclusions, about our military conduct in Afghanistan.

We must also examine what we need to do better to train, support and supervise our troops.

For the ADF to focus on its primary mission of war fighting, it needs strong morale among its troops. For that, it needs the goodwill of the nation.

Any misalignment of defence values with societal expectations could lead to an eventual dead end in promoting, recruiting and maintaining a cultural identity without parallel in Australian society.

Read more: Crowds at dawn services have plummeted in recent years. It's time to reinvent Anzac Day

Some years ago, when addressing a group of ADFA recruits, I was challenged by an officer cadet who claimed the Broderick review team risked turning the Army into the boy scouts.

His inference, I assume, was that by addressing a toxic culture in which women were at times objectified and mistreated, we ran the risk of destroying a culture of masculine aggression and fraternity needed in combat.

My response was, above all, that Australia needed its defence forces to maintain their war-fighting capability. To do that, the country needed a great deal of trust, and clarity, around what is required morally and culturally of those who are tasked with carrying out lawful violence in our name.

In an age in which individualism is so highly promoted and prized, clarity of expectation and role within the ADF is more important than ever.

See original here:
'Fit for service': Why the ADF needs to move with society to retain the public trust - The Conversation AU

One of the most difficult things for someone to do in exceptional times is to look objectively at the present while reconciling the future they want with the lingering past. It's a challenge in so many areas of our lives that it's easy to get overwhelmed with the prospect of change, and it's easy to get dismayed by the pace. Sometimes it's a slog.

With each passing election, we're left wondering what's in it for us? How will the issues and candidates on the ballot affect our daily lives? For a multitude of reasons, the answers haven't resonated during municipal elections as they shouldthe odd-numbered years that most people call "off-year" elections, like 2021.

For those of us who engage in a new election every six months, there's no such thing as an "off-year." And in an ideal world, there would be no off-year for voters either. That's because the issues and candidates on the ballot in our odd-year elections have a much bigger impact on our daily lives than those we send to Harrisburg or Washington D.C.

This year, we'll elect a new county executive, and we'll elect and re-elect mayors, council people, township supervisors, school board members, and a host of often forgotten offices such as tax collectors, auditors, and constables in every community in Erie County.

I'll ask as I have asked before in this column, that we the voters do our homework to really know the people on your ballot. Sample ballots for every precinct in Erie County are available on the county's website at eriecountypa.gov.. Don't rely on familiar family names or attachments to nostalgic political brands. That's the politics of the past, and most assuredly will keep us tethered to that past, unable to break forward to a new future.

In the first half of the 20th century, that old way of voting could land you a job or a political appointment, or perhaps better treatment when you needed something. But in the first half of the 21st century, that kind of political patronage is all but dead. It's the stuff of legend, forever being chased by the leftover power-brokering wannabes with less to give than they have to gain.

Last year, as we fought to preserve our democracy and wrapped ourselves in (small "d") democratic values, it was also clear that character for most voters, regardless of party was the primary issue on the ballot. In that case, the good guys (so to speak) won. But it doesn't end there. For people with their hearts and minds on our future, character will always be on the ballot. We have important choices to make for the future of Erie County.

That's why I'm joining Erie County Sheriff John Loomis in supporting Chris Campanelli for sheriff. I hope you will too.

Mr. Campanelli is a proven leader in the Erie County Sheriff's Department and, he has served as a member of Sheriff Loomis' command staff for the past seven years, demonstrating trust and fidelity that has been the hallmark of his 25-year career. He understands the challenges we face and, as Sheriff Loomis affirms, Mr. Campanelli has the values and the temperament to lead us through challenging times. He's not political. He's just professional.

Mr. Campanelli's primary opponent, Anthony Sanfilippo, was recently discovered to have shared, liked, commented on, and espoused un-Democratic and bigoted sentiments on social media. In posts as recent as last September, Sanfilippo made disparaging remarks about organizations that support the victims of police brutality, and previously he expressed contempt for Presidents Obama and Biden with statements and images, including some of the same Republican symbols seen at the U.S. Capitol on Jan. 6, in multiple posts and as his profile picture. Showing he has not changed in his perspectives, he continued to support anti-Democratic and racist social media posts several times last summer, and right through to Jan. 6 which portrayed the insurrectionists as better behaved than those marching for racial justice. His disdain for the Black Lives Matter movement is crystal clear.

Perhaps most dismaying was the liking of memes that pitted law enforcement against those marching for justice by referring to their "dying homeboys" while the police "finish their coffee." It was a statement shrouded in racism and a profound display of derogatory arrogance toward the existential dilemma we face as a society. Quite frankly, it's the kind of sentiment I have come to expect from Republican candidates. It can't be the public profile of a representative of the Democratic Party, particularly one who wishes to lead our county's law enforcement.

Since these memes and posts were discovered, Mr. Campanelli's opponent issued a public apology on Facebook in which he claims to have moved on from these recently held ideals. But his timing points to a concern for political expediency on his part to salvage his campaign, not of self-awareness and growth. This national cultural moment demands more and so should the people of Erie.

While no one should claim to be perfect, and I certainly don't believe in litmus tests of any kind, Mr. Campanelli has openly acknowledged the injustice of systemic racism and the inherent bias of humans no matter their station in life or political persuasion.

In times like these, in a race like this, and the other options before you, that's a pretty good start toward pushing Erie toward a new politics and realizing the purpose of what Frederick Douglass called "a Government founded upon justice."

Our municipal primary is on May 18. If you're not registered to vote or you would like to vote early, you can do so in Room 112 at the Erie County Courthouse or you can register to vote and apply for a mail ballot at VotesPA.com.

Don't leave your voice out of this important conversation.

Jim Wertz is a Contributing Editor and the chairman of the Erie County Democratic Party. He can be reached at jWertz@ErieReader.comor you can follow him on Twitter @jim_wertz.

Continue reading here:
Erie at Large: Prejudice and the Old Politics - Erie Reader

If the global pandemichas had one silver lining, it might be the realization among leaders at all levels that anxiety is a real business issue.

They were home with family, feeling isolated, and struggling to stay connected with their teams. As their level of anxiety rose, many experienced a realization that mental well-being is a real concern.

Anxiety levels are rising like nothing we've seen before. According to the U.S. Census Bureau, by mid-2020 more than 30 percent of Americans were reporting symptoms of an anxiety disorder, including a whopping 42 percent of people in their 20s.

In their new book,Anxiety at Work: 8 Strategies to Build Resilience, Handle Uncertainty, & Get Stuff Done, New York Times bestselling authors Adrian Gostick and Chester Elton address this issue for anyone who runs a team. They dispel a number of pernicious myths -- for example, that anxiety-ridden people are less productive, and that those who are suffering from anxiety should avoid stressful situations. They then offer managers a set of simple practices that can help alleviate the anxiety of team members, nurture their resilience, and foster productivity.

Irecently caught up with thetwoauthors, who shared a few of the steps fromAnxiety at Workthat willhelp leaders become better at building mentally healthy workplaces.

Few things generate more unknowns than our modern workplaces. And the biggest unknown of all: whether our jobs will last.

While some leaders believe uncertainty and the resulting stress will get their people fired up for a challenge, that's simply not the case for a large portion of the workforce. Uncertainty often triggers detrimental consequences on performance. And uncertainty is intensified when managers at all levels don't communicate clearly, precisely, and consistently about challenges facing their organizations--and how those issues may affect their teams and their people.

What managers can do is communicate clearly and regularly about the future vision of the company, what they know of challenges and what the organization is doing to address them, and especially how those issues may impact their team and their priorities.

According to the authors, perfectionism is becoming rampant in workplaces; and what makes it so toxic is that while those in its grip desire success, they are most focused on avoiding failure. In other words, they believe acceptance is conditional on their flawless performance.

Managers can do a lot to ease the tensions caused by perfectionism by giving those with this inclination the right jobs on the team (tasks with a narrower focus that are suited totheir fastidiousness) and by helping them understand when a job is good enough and giving them explicit permission to move on.

This also involves increasing people's self-awareness and helping them see how obsessive behavior negatively affects others, and even pairing them with reformed perfectionists who can serve as role models.

More than seven out of every 10 workers say they have experienced some degree of exclusion in their teams, and that was even before the coronavirus pandemicisolated so many, state the authors.

Exclusion in the workplace can have long-term psychological implications. How are managers supposed to see what's not happening--especially when so many are still working from home?

Gostick and Elton say they must look carefully for snubs and omissions, for those who may be feeling left out. It's not just who doesn't get lunch invites, but who in team meetings is regularly cut off or disagreed with.

They can also ensure that all team members can voice their opinions in meetings and have their voices heard in a calm, organized manner; buddy up new hires with more seasoned employees with whom they might form a connection (friendly seasoned employees, that is); and spend time in every meeting recognizing the contributions of individuals as well as those of the group as a whole.

One of the worst parts of anxiety is that it can make competent people feel insecure and start questioning their inner strengths. Many high-performing people constantly doubt themselves and their abilities. And yet too few leaders express gratitude to their people about work well done.

The authors offer several tips to help. For instance, generic comments around the workplace such as "great work" have never cut it, especially when it comes to reassuring anxious team members.

Employees hear such nonspecific praise and tend to dismiss it, especially those who may be feeling self-doubt. Instead, grateful leaders home in on a particular aspect of achievement or manner in which a person is going about their work.

In addition, to help quell anxious feelings, they say gratitude should occur soon after an achievement. When team members do something above and beyond and then hear nothing from their manager for days or weeks, they can start to worry. And frankly, in 99 percent of cases, when managers put it off, they forget.

If leaders want to reinforce the right behaviors and reduce anxiety levels, they should keep gratitude close to the action--soon after they see good things happening.

The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

Link:
If You're Doing These 4 Things to Reduce Anxiety at Work, You're a Better Leader Than You Think - Inc.

To be clear, when I say the word kindness Im not referring exclusively to the individual acts of kindness that have been plastered across social media. Its all well and good to smile at passerbys or pay for a strangers coffee. But when I speak of kindness, I mean it in the broadest most altruistic way.

Perhaps its semantics, and what Im actually talking about is compassion, but I would argue that compassion is simply a deeper manifestation of kindness.

Recently, Tim Denning wrote an article here on Medium about the original free hugs guy. Denning not only discusses the depth at which a simple act of kindness can move us, but he also shared the disappointing truth that we see kindness as too soft. He states, You might think this free hugs talk is getting all too touchy-feely a touch too soft, maybe?

Dennings comment about his conversation on hugs is how we often look at acts of kindness, or discussions about the value of kindness. Yet most of us can recall at least one moment in our lives when someone showed us kindness that made a difference. It may have been life changing, or simply added a lightness to our step. Regardless of its size, it made an impact.

Then why is it so hard for us to acknowledge the value of kindness? Ill tell you why. Because its not sexy. It doesnt make us any money, and theres no point in bragging about how kind a person we are.

Kindness is inherently, well. Kind.

And just like getting into a consistent wellness routine can be harder than we think, so can being kind.

As Deepak Chopra states in this Medium article, We have had the luxury of ignoring self-awareness for along time, and it has given us a chance to deny responsibility for the problems that no self-aware person would tolerate.

Kindness means so much more than buying thoughtful gifts for friends and family. It means so much more than using our blinkers when were merging.

As Denning stated so eloquently, You never know what a person is going through behind the scenes. You never know what theyre missing. But you can be sure that showing an act of humanity is a great place to start.

Id like to say that Im evolved enough to always remember that kindness is an act of social justice. But I too succumb to the false truth that being kind, or even discussing kindness, is soft and somehow less valuable than bitcoin or pursuing financial freedom.

. . .

Hi there! Im Anon, writer, educator, wife, mom, expat, adoptee, and so much more. I write about creativity, family life, mental health, and the love between a woman and food, among other things.

My hope is to shed some light on the opportunities we have to awaken a deep sense of peace from within and to then use that inner peace to make the world more whole.

If you want to stay up to date with my latest posts, here and on my blog, subscribe here. Thanks so much for your support. ~ Anon

* To clarify, Im speaking to positive impacts that move towards more equality and sustainability. Not simply change, which can go in multiple directions.

This post was previously published on Change Becomes You.

***

All Premium Members get to view The Good Men Project with NO ADS.

A $50 annual membership gives you an all access pass. You can be a part of every call, group, class and community. A $25 annual membership gives you access to one class, one Social Interest group and our online communities. A $12 annual membership gives you access to our Friday calls with the publisher, our online community.

Need more info? A complete list of benefits is here.

Photo credit: Pixabay

Visit link:
It Has the Sex Appeal of Swiss Cheese, but It Will Change Your Life - The Good Men Project

West Michigan Works! has been selected to take part in a national initiative called The Future of Work Grand Challenge.

There is no question that the local workforce has been impacted by COVID-19.

The pandemic brought layoffs and closures and a while lot of uncertainty when it comes to employment, both for companies that are hiring and those who are looking for work.

West Michigan Works! has been selected to take part in a national initiative called The Future of Work Grand Challenge. Its goal is to put help put more than 25,000 individuals, impacted by COVID-19 layoffs and closures, back to work.Quickly.

As part of the challenge, participating workforce agencies, like Michigan Works!, are looking for people to help them test emerging technologies that will give individuals new skills that lead to employment.

The trainings will begin in May and will complete in 90 days or less. This opportunity is available to persons:

The project will be working with three different technology solutions:

Rapid re-skilling for CNC machinists.

Machinists are in high demand in Michigan. In addition, the skills learned in this training can be used in other occupations including industrial machinery mechanics, maintenance and repair workers, machinery assemblers and fabricators, tool and die makers. These skills would also be valuable in several manufacturing apprenticeship programs.

This training combines online learning and virtual training. Online learning can be done anywhere, anytime. Through the app, participants will access course content, track their progress and get in-app chat support. The augmented reality training uses a hololens headset.

While wearing the headset they will experience a 3D virtual environment, seeing real footage of equipment through the eyes of an instructor who will demonstrate the tasks and processes that were learned online.

Once a participant has successfully completed training, they will be connected to employers who are interested in hiring them.

Customer service training.

Customer service training can be used to find jobs in several different industries healthcare, hospitality, and banking to name a few. This online training can be done anywhere, anytime.

Participants will complete personalized coursework to help them master their skills, participate in real-world team projects to practice those skills, and receive feedback from a coach to help them succeed.

At the end of the training, they will receive help identifying and applying for sales and customer service roles.

Aspiring entrepreneurs or small business owners.

For individuals facing significant obstacles to traditional employment, entrepreneurship may offer an alternative path to generating income. The training consists of a facilitated online workshop and app.

Participants will gain basic knowledge of business concepts, create a business plan and budget, connect with microlenders and other small business support resources, and develop important soft skills such as critical thinking and decision-making.

Again, timing is critical. The trainings begin in May.If youre interested in learning more about any of the solutions, or applying for the program, visit mifutureofwork.org.

Make it easy to keep up to date with more stories like this.Download the 13 ON YOUR SIDE app now.

If you would like more information about advertising with 13 ON YOUR SIDE, please contact Jeff Olsen at jolsen@wzzm13.com.

Go here to see the original:
West Michigan Works! to participate in national employment and training initiative to put people back to work - WZZM13.com

Gauging through Scope: Global Sales Training Market, 2020-28 The assessment Sales Training Market report offers exhaustive appraisal of the essential zones that contribute an enormous part to the business share similarly as gives assessment of the latest models and market drivers that are expecting a gigantic part in the improvement of the market in those zones. Further, it gives careful data about the basic viewpoints, for example, production plans, purchasers, sellers, acquisitions, associations, most recent affiliations and different parts that impact the market improvement. It gives data about the achievability of the forthcoming ventures and forecast of the benefit misfortune gains by the organizations.

Vendor Landscape Action Selling Aslan Training and Development The Brooks Group BTS Carew International DoubleDigit Sales Imparta IMPAX Integrity Solutions Janek Performance Group Kurlan & Associates Mercuri International Miller Heiman Group RAIN Group Revenue Storm Richardson SALES PERFORMANCE INTERNATIONAL Sales Readiness Group ValueSelling Associates

Ask for sample request @ https://www.orbisresearch.com/contacts/request-sample/4715472?utm_source=PoojaB

The new report on the global Sales Training market two or three fundamental models and viewpoints that basically impact the business share. It gives granular encounters concerning the past and current industry occasions that are occurring in the business space. The literature offers information and statistics of the values such as market growth rate, product prices, prediction of the industry growth based on the past values and trends that have been followed in the business space. Moreover, it offers information on critical conditions such as the COVID-19 pandemic.

Global Sales Training market Segmentation:

Analysis by Type: Sales Skills Training, CRM Training, Sales Channel Management Training, Sales Team Building Training,

Analysis by Application: BFSI, Medical, Real Estate, Others

In like way, it contains appraisal of the market subject a few sub markets reliant on the authentic reach, products, applications and various perspectives that fuel the business movement. The recent report on global Sales Training market contains assessment of the market several sub markets subject to the genuine reach, products, applications and various perspectives that fuel the business advancement.

Read complete report along with TOC @ https://www.orbisresearch.com/reports/index/india-sales-training-market-report-2020?utm_source=PoojaB

Some Major TOC Points: Chapter 1. Report Overview Chapter 2. Global Growth Trends Chapter 3. Market Share by Key Players Chapter 4. Breakdown Data by Type and Application Chapter 5. Market by End Users/Application Chapter 6. COVID-19 Outbreak: Sales Training Industry Impact Chapter 7. Opportunity Analysis in Covid-19 Crisis Chapter 9. Market Driving Force And Many More

Fundamental countries that contribute a gigantic industry share in the global Sales Training market are Sweden, Switzerland, Korea, Turkey, Mexico, France, Italy, Philippines, Columbia, United States, Thailand, Canada, UAE, China, Poland, Taiwan, Netherlands, Indonesia, Germany, Saudi Arabia, Argentina, South Africa, India, Nigeria, South UK, Malaysia, Australia, Egypt, Spain, Belgium, Chile, and Rest of the World.

Shoot your queries at:@ https://www.orbisresearch.com/contacts/enquiry-before-buying/4715472?utm_source=PoojaB

Moreover, the global Sales Training market report offers noteworthy pieces of information concerning the production plans, production volumes, use volumes, rising income for the product, developing market headway rate comparatively as industry portion of every district. Likewise, the report contains clear procedure of the affirmed information as pie diagrams, follows, line follows and different updates what isolates the merciless information into reasonably clear desires to give speedy development of the subtleties to the client without gobbling up a great deal of their time.

Further, the report contains information gathered several industry specialists like the immense CEOs, business progress managers, deals head of striking affiliations who can offer master experiences on the affiliation happenings whats more offer information about the new things occurring in the business space.

About Us: Orbis Research (orbisresearch.com) is a single point aid for all your market research requirements. We have vast database of reports from the leading publishers and authors across the globe. We specialize in delivering customized reports as per the requirements of our clients. We have complete information about our publishers and hence are sure about the accuracy of the industries and verticals of their specialization. This helps our clients to map their needs and we produce the perfect required market research study for our clients.

Contact Us: Hector Costello Senior Manager Client Engagements 4144N Central Expressway, Suite 600, Dallas, Texas 75204, U.S.A. Phone No.: USA: +1 (972)-362-8199 | IND: +91 895 659 5155

https://neighborwebsj.com/

Original post:
India Sales Training Market Report 2020: Action Selling, Aslan Training and Development, The Brooks Group, BTS, Carew International, DoubleDigit...

India-Sales-Training-Market

Latest research on Global India Sales Training Market report covers forecast and analysis on a worldwide, regional and country level. The study provides historical information of 2016-2021 together with a forecast from 2021 to 2026 supported by both volume and revenue (USD million). The entire study covers the key drivers and restraints for the India Sales Training market. this report included a special section on the Impact of COVID19. Also, India Sales Training Market (By major Key Players, By Types, By Applications, and Leading Regions) Segments outlook, Business assessment, Competition scenario and Trends .The report also gives 360-degree overview of the competitive landscape of the industries.

Moreover, it offers highly accurate estimations on the CAGR, market share, and market size of key regions and countries. Players can use this study to explore untapped India Sales Training markets to extend their reach and create sales opportunities.

Some of the key manufacturers operating in this market include: Action Selling, Aslan Training and Development, The Brooks Group, BTS, Carew International, DoubleDigit Sales, Imparta, IMPAX, Integrity Solutions, Janek Performance Group, Kurlan & Associates, Mercuri International, Miller Heiman Group, RAIN Group, Revenue Storm, Richardson, SALES PERFORMANCE INTERNATIONAL, Sales Readiness Group, ValueSelling Associates and More

Download Free PDF Sample Copy of the Report(with covid 19 Impact Analysis): https://www.globmarketreports.com/request-sample/116185

Our Research Analyst implemented a Free PDF Sample Report copy as per your Research Requirement, also including impact analysisofCOVID-19 on India Sales Training Market Size

India Sales Training market competitive landscape offers data information and details by companies. Its provides a complete analysis and precise statistics on revenue by the major players participants for the period 2021-2026. The report also illustrates minute details in the India Sales Training market governing micro and macroeconomic factors that seem to have a dominant and long-term impact, directing the course of popular trends in the global India Sales Training market.

Type Segmentation (Sales Skills Training, CRM Training, Sales Channel Management Training, Sales Team Building Training, )

Market split by Application, can be divided into: (BFSI, Medical, Real Estate, Others, )

Regions Covered in the Global India Sales Training Market:

1. South America India Sales Training Market Covers Colombia, Brazil, and Argentina. 2. North America India Sales Training Market Covers Canada, United States, and Mexico. 3. Europe India Sales Training Market Covers UK, France, Italy, Germany, and Russia. 4. The Middle East and Africa India Sales Training Market Covers UAE, Saudi Arabia, Egypt, Nigeria, and South Africa. 5. Asia Pacific India Sales Training Market Covers Korea, Japan, China, Southeast Asia, and India.

Years Considered to Estimate the Market Size: History Year: 2015-2021 Base Year: 2021 Estimated Year: 2021 Forecast Year: 2021-2026

Get Chance of up to 50% Extra Discount@: https://www.globmarketreports.com/request-discount/116185

Reasons to buy:

Some Major TOC Points:

For More Information with including full TOC: https://www.globmarketreports.com/industry-reports/116185/India-Sales-Training-market

Key highlights of the India Sales Training Market report: Growth rate Renumeration prediction Consumption graph Market concentration ratio Secondary industry competitors Competitive structure Major restraints Market drivers Regional bifurcation Competitive hierarchy Current market tendencies Market concentration analysis

Customization of the Report: Glob Market Reports provides customization of reports as per your need. This report can be personalized to meet your requirements. Get in touch with our sales team, who will guarantee you to get a report that suits your necessities.

Get Customization of the Report@: https://www.globmarketreports.com/request-customization/116185

Contact Us: Glob Market Reports 17224 S. Figueroa Street, Gardena, California (CA) 90248,United States Call:+1 915 229 3004(U.S) +44 7452 242832(U.K) Website: http://www.globmarketreports.com

Read the original here:
India Sales Training Market Will Reflect Significant Growth Prospects of US$ Mn during 2021-2026 with Major Key Player: Action Selling, Aslan Training...

Mary Alice Rasmuson, Administrative Director at All In Aviation

All In Aviation

Currently celebrating the first anniversary of its full-service aviation complex at Henderson Executive Airport (HND), All In Aviation announces the hiring of Mary Alice Rasmuson as the companys first-ever Administrative Director, and Ruben Saldana as its first Flight Training Advisor.

Since opening the 26-hangar facility at HND in 2020, All In Aviation has expanded its team from 5 to 19 employees to support its growing pilot training and aircraft rental programs, hiring additional flight instructors, line technicians, pilot shop retail staff, and creating new positions like Rasmusons and Saldanas to take on supportive roles.

During a year that has been difficult for many businesses, we are grateful that All In Aviation has continued to grow. Because of this accelerated growth, we were looking to build a stronger support system to help us manage our expanding operations, said Paul Sallach, president of All In Aviation. Mary Alice and Ruben bring a diverse background and level of experience to our team that fills that need, and we are thrilled to have them on board with us.

As the first Administrative Director for All In Aviation, Mary Alice Rasmuson assists with aircraft sales and hangar leases while providing administrative support for the companys flight school operations. A UNLV graduate, Rasmuson has over 30 years of experience in communications, business management and event production. Prior to All In Aviation, Rasmuson worked for ESPN Events as a Community Relations Coordinator and Events Assistant, and was a managing partner of the award-winning T-Bird Lounge & Restaurants before selling the company in 2018. Active in our local community, Rasmuson is a 2020 graduate of the Henderson Chamber of Commerces Leadership Henderson program, serves as president of ESPNs Las Vegas Bowl Huddle, and is a member of P.E.O., National Charity League, and The Hero School.

As All in Aviations first-ever Flight Training Advisor, Ruben Saldana consults potential and existing clients on the companys services and flight training programs, conducts facility tours, schedules flight lessons, and coordinates aircraft rental services. Originally from Texas, Saldana previously served as Chief of Sales for the Texas Aviation Academy, where he conducted flight training sales, aircraft sales and acquisitions. He is currently attending Liberty University pursuing a Bachelor of Science in Aviation.

Read the original post:
All In Aviation's Growth in Southern Nevada Leads to Hiring of First Administrative Director and Flight Training Advisor - AviationPros.com