Neil deGrasse Tyson Used His First Job to Buy a Telescope

Neil deGrasse Tyson Used His First Job to Buy a Telescope Neil deGrasse Tyson may have his head in the stars, but he got that way by putting his boots on the ground. The world’s favorite astrophysicist and bestselling author also happens to be a master of the side hustle. In addition to his day job as director of the American Museum of Natural History’s Hayden Planetarium, he hosts the podcast StarTalk, while his latest book Astrophysics for People in a Hurry is nearing 60 weeks on the New York Times bestseller list â€" crazy for any book, much less one that details quantum physics and quarks. And September will see the release of Accessory to War: The Unspoken Alliance between Astrophysics and the Military, co-written by Avis Lang. (He also entertains nearly 13 million star gawkers on Twitter.) Alright, so, fine: Dr. Tyson is now an expert at dispelling the mysteries of the universe. But do his talents translate to money matters? He shares with MONEY some stories about his early start in the workforce â€" and the first big thing he ever saved for. A First Glimpse Into Space I’ve known since age 9 of my interest in the universe, and on my 12th birthday, my parents bought me an entry-level telescope in response to that interest. That first telescope cost $50, but I would rapidly outgrow it. Going Beyond the Basics My family was extremely frugal middle class. There was a very strong sense of “every dollar you spend needs to matter.” So I had my own source of income when I was 13 and I was able to pursue my own interests. I lived in a big old apartment building [in the Bronx] and I walked people’s dogs and earned 50 cents per dog, per walk â€" and these dogs were walked two or three times a day. This adds up very quickly. Building Up a Client Base They would see me with other dogs and they’d say, “Oh, that’s a good idea.” It was an apartment complex with a lot of common area around it. Suburbanites have a hard time thinking of it this way, but in a city, the building itself is a neighborhood. On-the-Job Expertise This was the glory days of dog walking, before there were pooper-scooper laws. Who knew there would later be a law that we have to clean up after our dogs? You have to make sure the dogs are compatible with each other â€" if they’re not, that changes the dynamic. I’d walk four dogs at the most, and that’s if I added my own dog to the mix, which typically I would. Getting to the Payoff By the time I was 14, I was able to buy my next telescope, and a camera â€" although my parents chipped in for the camera, because they knew it would work with the telescope â€" and darkroom supplies, because I also developed my own film. The telescope cost about $200, the camera was $150, and the darkroom and all those supplies, throw in another $100 to $200. This wasn’t an “oh-my-gosh-what-will-this-do-for-me?” item. I knew exactly what that telescope would do for me. In that sense, it wasn’t a surprise. Buying it was a fulfillment. I wanted to buy something that continued to give â€" and telescopes do. Purchases That Made History I still have that camera. It was my first single-lens reflex (SLR) camera â€" but more importantly, which was true for any modern camera, the lens was removable, so that I could replace it with adapters to mount the camera body on my telescope. That was the whole point. I posted an Instagram of me taking a mirror selfie with that camera in 1973. Some people are thinking that it may be the world’s first selfie. We’re still waiting for others to claim the title. I offered to donate the telescope to the Smithsonian, and they said, “Oh, we don’t know if we want it,” so I said, “OK, fine.” The Kentucky Museum at Western Kentucky University created its own exhibit of the first scientific instruments of noted scientists. That’s a hell of an interesting thing to do, and so I donated my telescope to them. Dog Walker Dreams I still live in New York City, and any time I see someone in Central Park with six dogs on a leash, I think back and say, “I wonder what he’s saving that money for?” Or he could be using it to pay rent! But I basically funded my own interest in the universe during middle school and high school through walking other people’s dogs.

6 Tips On Working With Recruiters - Work It Daily

6 Tips On Working With Recruiters - Work It Daily 6 Tips On Working With Recruiters When job boards aren’t delivering the results you want, you may consider working with recruiters. But, before you do that, understand how they work. Related: Quick Analysis Of Your Job Search Techniques The fact is recruiters aren’t there to find jobs for people. Recruiters are there to find people for jobs. Recruiters are paid by employers to help fill an open position with the right job candidate, so their loyalty will be on the side of the employer, not you â€" the job seeker. 6 Tips On Working With Recruiters So to get started with recruiters, here’s what you have to do: 1. Don’t go with any recruiter, find one that works in your field and at your experience level. Recruiters will focus their efforts on talent that meet positions they have to fill. If you’re looking for something in the field of marketing and the recruiter specializes in IT jobs, there’s going to be little the recruiter can do for you. In the same light, if the recruiter is looking to fill high-level positions with executives who have 10+ years of experience, you’re wasting your time if you’re just coming on to the job market as an entry-level candidate. 2. Demonstrate you have the skills and experience to meet most, if not all requirements. After job searching and researching for a while, it’ll become clear exactly what most employers seek and require out of a candidate for the position you want. If you want the recruiter to put you in front of their client (the employer), demonstrate through your resume and communication that you are the best-fitting candidate and have the credentials they’re looking for. 3. Be forthright in communication. If you continue to go about doing your own job searching while working with a recruiter, be forthright in communication as to who you’re targeting so your efforts do not overlap. It’s also important to keep communication open following an interview they’ve helped arrange so that proper follow-up with the employer is conducted. The follow-up is also an opportunity for the recruiter to gather any feedback that may help you improve on future interviews. In most cases, it’s the recruiter who will be communicating with you the employer’s decision to hire or pass, so keep open communications. 4. Steer clear of recruiters who require you to pay a fee for their services. Good recruiters are paid 20-30% of the job seeker’s first year’s annual compensation. The fee is paid for by the employer when a candidate is secured and hired, so you â€" the job seeker, should not be expected to have to dole out any money to work with a good recruiter. 5. Don’t limit yourself to local recruiters. Just because you want to be based in New York City doesn’t mean you have to stick to recruiters in the same location. There are plenty of recruiters who work across states and countries to fill positions for employers. A good way to find recruiters is to ask your colleagues and friends in the field for referrals. Those with first-hand experience with a recruiter should be able to provide you with the best insight to whether they’re good and how the particular recruiter works. 6. Don’t expect career coaching and advice from recruiters. You need to put your A-game on in front of recruiters. Think of the recruiter like the hiring manager for the employer. They’re not there to coach you through job searching or to help you figure out what your want to do with your career, although some may offer friendly advice. The recruiter’s primary goal is to fill open positions with the right candidates because that’s how they get paid. Always show professionalism and inform them of what you have to offer that is a right match with the requirements for the job. Also, be open about your professional desires and experiences because the more information you can offer, the more the recruiter has to work with. So, before you go ahead looking for a recruiter to work with, remember that they can help you only if you have to offer what they need to fill an open position. Related Posts 5 Ways To Instantly Improve Your Job Search Results 9 Job Search Trends You Need To Know Shave Time Off Your Job Search By Being A Smart Shopper About the author Don Goodman’s firm was rated as the #1 Resume Writing Service in 2013, 2014, and 2015. Don is a triple-certified, nationally recognized Expert Resume Writer, Career Management Coach and Job Search Strategist who has helped thousands of people secure their next job. Check out his Resume Writing Service. Get a Free Resume Evaluation or call him at 800.909.0109 for more information.   Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

Solving The Retention Puzzle (Part 6) - Work It Daily

Solving The Retention Puzzle (Part 6) - Work It Daily In Part 1 of this series, I postulated a formula for some of the “known” elements. The formula suggests that each of this factors can contribute to the success â€" or failure â€" of a retention strategy. Successful Retention = f (Objective Expectations, Compensation, Training, Recognition, Feedback, Organizational Culture, and…) Part 5 discussed several aspects on the power of both positive and negative feedback. There are two additional points that are important to understanding feedback â€" and some specific guidelines for delivering powerful feedback on a regular basis. Negative Or No Feedback For years, I’ve used a classic exercise on feedback to demonstrate its power for managers in training programs. It involves having blindfolded participants attempt a task with three different variables: a manager who provides 1) No Feedback, 2) Negative Feedback, and 3) Positive Feedback. While there have been interesting examples where the “no feedback” or “negative feedback” have yielded explainable best results, the overwhelming number of times (100’s) I’ve conducted this experiment have shown that positive feedback produces results far beyond the other options. The exceptions are notable with practical value for managers. One of the highest overall scores was achieved by a participant who received absolutely no feedback. The instruction was given once â€" then nothing more was said as the participant attempted the task. But in this particular case, the participant “hit” the target perfectly on the first attempt (of 10). The participant “learned” exactly how to do the task â€" without begin given clear instructions (expectations). In the real world, a new employee might figure it out on their own â€" but that’s not a chance a good manager should take. In a second example, one participant who received only negative feedback on performance scored very well. I knew â€" and deliberately picked â€" the person because of a very highly “competitive” personality. This participant was visibly reacting angrily to the challenge, began to take the negative feedback very carefully to fine tune the attempts â€" and made it work. Are there personalities that can perform well with negative feedback â€" maybe even thrive on it? Sure, but that’s not the workplace environment needed for consistent high individual and team performance. And a final note on the power of negative feedback: There are various studies that actually show that we store negative feedback in a different part of our brains â€" and in a part where that memory remains more easily accessed (remembered) for a longer period of time. This is consistent with our knowledge of the “fight or flight” reaction and many other studies on the brain. Easy to prove on a practical level? I think so. Here’s a question: Think back to something very specific that happened to you in the second or third grade. Is the memory something positive or negative (embarrassing)? I’ve asked this question of 1000’s â€" I’m sure about 75% of you recalled something negative. Guidelines For Positive Feedback Be specific! Generalities like “good job” or “thanks for the hard work” aren’t specific enough. Even if your goal is give some feedback on overall performance, include a recent, very specific example as part of that. It’s from you â€" not the company! You should include what it means to the organization, or the department, or co-workers but the primary source of the feedback is you and what it means to you. One of the most powerful pieces of positive feedback I ever received started with: “I want to let you know that my father, brothers, and I know how hard you’ve worked…” (By the way, those words are ingrained from decades ago). Don’t add “But…” Keep the message pure â€" the only thing that can be added for the future is the desire or expressed confidence that the employee will continue the behavior. Too many times, positive feedback is completely destroyed by the “But…” Even when done jokingly, it significantly depreciates the value of the positive. Make it public â€" with caution. Providing positive feedback in front of an audience can be appropriate in some cases and for some people. Think about it! It can also be embarrassing to some people and virtually ensure they will never excel again. Guidelines For Negative (Constructive) Feedback Ask for Permission! This is the most powerful, and most overlooked, tactic for delivering negative feedback. Very few, if any, look forward to receiving negative feedback. Yet it’s frequently “dumped” without warning. Simply ask: “Can we talk about what happened with that last customer?” You’re the boss. In my experience, 90% of the time the employee says “Yes” and you’ve addressed a significant barrier. Obviously, there will be times that, as a manager, you’ll have to insist. But here’s another quick tip: If the employee says “no,” ask “OK, but we need to talk about what happened, when can we do that?” Try it â€" it works! Be quiet â€" listen! In the vast majority of cases, employees are aware of their performance. In many cases, they are tougher on their performance than the manager is. (Note: I’ve discovered that performers don’t like what critics write primarily because they miss more of the mistakes than they hit.) Present the key issue quickly, then let the employee explain and analyze. Good listening leads to focused analysis of the problem and solutions. It’s the future that matters. It’s not a never-ending discussion of the past. Focus on expected changes in behavior and consequences, good when possible, negative when necessary. Express confidence that the person can improve. Clear and simple! Feedback has been identified as the primary motivator of human performance. Managers need to understand the process and develop the skill with practice to be effective. Related: Solving The Retention Puzzle (Part 2) Solving The Retention Puzzle (Part 3) Solving The Retention Puzzle (Part 4) Solving The Retention Puzzle (Part 5) About the author Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.     Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here. Photo Credit: Shutterstock Have you joined our career growth club?Join Us Today!

The 12 Most Inappropriate Office Behaviors, Ranked

The 12 Most Inappropriate Office Behaviors, Ranked Americans broadly agree that just because a behavior is frowned upon doesnt mean that it isnt happening in their workplaces. In fact, some of the behaviors that people find the most inappropriate in the workplace are also the ones that a majority of people have seen occur. But their opinions on many workplace behaviors are largely dependent upon their age and sex. Thats at least according to a new poll on workplace behavior from NPR and Ipsos.Ipsos offered 1,130 American adults a sortiment of potentially objectionable office behaviors along with a range of options for each behavior, from one to seven (always, mostly and sometimes inappropriate it depends and sometimes, mostly or always appropriate).The 12 Most Inappropriate Workplace BehaviorsMost Americans polled have experienced behaviors like the following 12, which are ranked from most to least inappropriate, according to respondentsSpreading rumors about coworkers sex lifeDiscus sing coworkers sexual preferences, historyDeliberate touching, leaning, or corneringTelling sexual stories or jokesReferring to female as girl, babe, sweetie, etc.Supervisor flirting, believing its mutualSupervisor asking employee on dateStanding close, brushing up against coworkerMale commenting on females appearanceFemale commenting on males appearanceAsking questions about coworkers social lifeCoworker asking equal-rank coworker on dateSpreading rumors about coworkers andspeculating aboutcoworkerssexual preferences or history topped the chart for the most inappropriate behaviors, followed by deliberate touching and telling sexual jokes. These were consideredsomewhat, mostly or always inappropriate by around nine in 10 Americans. And when it comes to themagnitudeof which behaviors are worst, gossip also came out on top.How Do Employees View These Inappropriate Behaviors at Work Differently?But there were still behaviors that some coworkers didnt find so bad.Specifically, young men are mora likely than women or older men to consider several of these behaviors okay.Only 51 percent of men ages 18 to 34 considered it always inappropriate to talk about someones sexual preferences or history at work, while 72 percent to 88 percent of men and women in other age groups were against doing so.Likewise, about one-third of young men considered it always inappropriate to refer to adult women as girl, babe, sweetie or honey, compared to half or more among other age groups. Men were also less likely than everyone else to find always inappropriate for a supervisor to be flirting with an employee and believing the feelings are mutual, for a supervisor to be asking an employee on a date, and for telling sexual stories or jokes at work.But young men werent the only ones with sometimes conflicting opinions.Older people were also much more likely than younger people to think that asking about a coworkers social life is inappropriate.Around six in 10 men and women over 55 thought doing so inappropriate to some degree, compared to three in 10 18-to-34-year-olds and four in 10 35-to-54-year-olds. And women 55 years old and up were also much more likely than other groups to think that referring to an adult female coworker as babe sweetie or honey is most definitely always inappropriate.How Rampant Are These Inappropriate Behaviors in the Workplace?Buteven thoughmost people viewed all the aforementioned behaviors as uncalled for in the workplace, theyve allwitnessed them quite a lot. For example, around eight in 10 people find it inappropriate to call a female coworker girl or babe or sweetie, but around six in 10 have heard it happen at work. Likewise, nine in 10 people think sexual jokes or stories are inappropriate, but more than half havebeen told or heard others being told sexual jokes or stories.And, to little surprise, people werent admitting to their own behaviors either. Maybe change in the workplace to combat sexual harassment starts by being honest w ith ourselves and reflecting on our own behaviors. Because if everyones witnessing it, but no ones owning up to it, then were not going to get anywhere.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solotravel. Shes an editor by day and a travel blogger at HerReport.org by night.

Heres How Your Work Wife Is Actually Holding You Back

Heres How Your Work Wife Is Actually Holding You Back Do you have a coworker with whom you eat all your lunches, chit-chat at all of your happy hours and talk to about all of your work- and home-related stresses?A host of research has suggested that the key to your success could be having a work spouse. A work spouse is someone with whom youve a strong, platonic relationship. That bond at work, according to research, has the potential to do big things for your career. A study aptly titled Work Spouses Defining and Understanding a New Relationship, published in the journal, Communication Studies, found that the characteristics of a work spouse often mirror that of an out-of-office spouse, including loyalty, support and trust, all of which can ultimately lead to increased happiness and success.ButMallun Yen,the woman behindSaaStr andChIPsNetwork.org, recently warned her readers in Fortune that a work wife could end up doing more harm than good. Over the course of Yens career, shes work ed with countless smart and ambitious women with whom she marched against injustices side by side, swapped maternity clothes and made friends, she said. The one thing they didnt do make business deals.I realized that despite thecultural moment female friendship is currently enjoying, the same strength, intensityand deep connections being celebrated was also setting up a false dichotomy between personal relationships and the transactionality of business, she wrote. Women told me that when they asked a friend for business, they feared it would damage their personal relationships, took rejection personally, and became gun-shy about making another pitch. Even well-qualified women who had no qualms about asking (and were quite adept at it) were often met with avoidance, a brush-offor no reply at all.The women with whomYen spoke told her that they didnt anticipate business propositions from friends, and those propositions often left an unspoken tension that ultimately hurt their relations hips. Some of the women even avoided anyone who might ask for business.Doing deals with your buddies is a time-honored way to build your book of business, Yen wrote. But women tend to struggle when it comes to mixing money and friendship, cutting themselves off from one of the fruchtwein effective tactics in the constant struggle to get ahead. So why is it that were so hesitant to do deals with our friends the very people we know have our backs?Yen suggests that women can take the depth of their relationships those emotions, closeness and personal bonds and use that depth to leverage business success. Women whodothis successfully typically seek out other women when they have business needs, recommendfriends to friends (i.e. promoting each other as experts and resources)and playmatchmaker by introducing their friends to relevant contacts in their networks when their friends have business ideas. They also recognize that in order to achieve business success with friends, theres a tw o-way street. They need to be just as proactive about asking as they are about listening.Inc.com writerLogan Chierotti warned in an article, Going into Business with a Friend The Good, the Bad and the Ugly, however, that starting a business with a friend shouldnt be a decision you take lightly.You will often spend more time with your business lebensgefhrte than you will with your family choose this partner wisely, he wrote. A good friend does not always equal a good business partner. When you work with a friend, your relationship will change. Its inevitable. But how it changes for better or worse is up to you.He suggests avoiding business asks with friends who have big egos, are talkers and who may be overly passionatebut dont have diligence or a carefully researched plan. He does, however, recommend looking to friends who are persistent and possess integrity and a strong work ethic.Women have a long way to go to achieve equality in corporate America, Yen continued. Every effort we make to help each other, small or large, moves us forward. Start by reaching out to three women today and saying, Tell me two concrete things I can do to help you. And if you are attempting to scaffold from a personal relationship to a business one, consider addressing the elephant in the room head-on and acknowledge the awkwardness that can arise when you begin to do so.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solo travel. Shes an editor by day and a travel blogger at HerReport.org by night.

The Nuiances of When Writing a Resume What Are Good Skills

The Nuiances of When Writing a Resume What Are Good Skills The Fight Against when Writing a Resume What Are Good Skills Youre able to add the overview of technical skills in your CV to offer clear idea about your present skills. The secret to attracting a possible employer to read your resume is to incorporate a mix of both hard and soft abilities both in the section specializing in skills and throughout the remainder of the resume. Hard skills can be classified in various ways, based on your job title. They are quantifiable and often learned from school or on the job. They tend to be more technical, and each industry or type of job will usually have its own required set. Hard abilities, also referred to as employability skills or technical abilities, can be quantified by your degree of expertise in the topic or years of experience employing a particular technique or program. 3 First, you should select the best skills for your resume. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. Written language skills are an essential part of many positions in nearly every industry. Written Communication Writing well is a significant element of your professional presentation. It is a daily part of many jobs and it is an important part of communication. Language skills are sometimes a terrific selling point on your resume. On occasion the Skills and Accomplishments section is a distinct section.

The Secrets of Help with Writing Clinical Experienve and Skills on Resume Revealed

The Secrets of Help with Writing Clinical Experienve and Skills on Resume Revealed Experience in the direct delivery of health services to patients have to be completed by the September 1st deadline to be qualified to apply in the present admission cycle. If you locate a nurse who has the opportunity to teach you, learn as much as possible from them. Some days, you might feel helpless and would like to give up. For starters, youre able to independently perform tasks like assisting your patients with their everyday pursuits. Asking your instructor if you may take your patient to herbei or his ultrasound or whether youre able to observe in the OR are a few means by which you are able to go beyond your basic assignments to obtain more experience. You will be astounded at how much they may want to shareand the patient will benefit too Be the student your patient raves about to their nurse. A Secret Weapon for Help with Writing Clinical Experienve and Skills on Resume Measurin g their intake and output is also quite important and a large assistance for the staff. The center also has an Electronic Health Record system which mirrors the systems found in the modern health care settings. Titles and range of practice vary based on the state. Therefore, it runs with good accuracy with no downtimes. Dont neglect to ask your instructors if youre able to use them as a reference later on. You will also work with a few of the most innovative simulation technology on the planet. Youre sure to have some difficult clinical challenges. Life, Death and Help with Writing Clinical Experienve and Skills on Resume PDFs are usually best, nursing check the work description to make certain theyre OK. Youre able to still prove that youre best for the job. You are going to have the weg to work with skilled preceptors in nearly every specialty. Much like all nursing specialties, theres a lack of nurses at all levels and in the majority of roles. The Unexposed Secret of Help with Writing Clinical Experienve and Skills on Resume Getting prepared goes quite a way. Clinical experience offers you a first-hand look into the daily life of a doctor. Shadowing experience is a good means to supplement your experience but doesnt replace any required paid clinical moment. Offer help to other students when you could be ready to. Students must make a B or better in the prerequisite courses so as to take COUN. Ideally, they should have a combination of shadowing and volunteering. Students who maintain the exact field placement throughout all semesters of field placement do not need to submit another application. Whats so great in regards to the nursing clinical experience is that you get to work in virtually every setting readily available to nursing. You get clinical experience during the time that you are in nursing school. Clinical experience has been always an essential part of nursing education. It comes in a variety of forms and is the begi nning of a learning process that will extend throughout the education of a nursing student and well into their nursing career.