How Career Ambitions Can Be Achieved

Are your career ambitions to be in a job that provides you with a sense of security, challenges you and ultimately makes you happy? But closely linked to the education one gets, the environment one grows up in, the people you interact with, career ambitions are complex and multi-dimensional. With a career change being necessary, for whatever the reason, job interest, performance capability and career ambitions are not necessarily aligned

Do you struggle with poor job choices, bad employment options, and frustrated career ambitions? Women often perfect their skills in larger corporations, but leave when their career ambitions are not fulfilled. A major setback for women in terms of careers is having children and part time or flexible working can mean career ambitions are curtailed.

It's almost unbelievable that 30 years after the Sex Discrimination Act came into force, that half the population (no minority group here then) are being short changed and under represented in the most powerful positions

What Can You Do About It?

Keep yourself motivated and learning with a fresh professional challenge. Keep on the course that you have already set for yourself.

If you do poorly in an interview and do not receive an offer, it could be because of one or more of these common interview faults:

• Insufficient ability to describe your career direction;
• Failure to project your qualifications for the position;
• Apparent absence of personal initiative;
• Need for greater self-confidence;
• Inappropriate personal appearance or dress;
• Lack of knowledge of the company or firm;
• Inability to express yourself clearly;
• Failure to ask relevant questions

It is your responsibility to ensure the interviewer gets the information needed to make an employment decision in your favour. At the end of the interview you have the opportunity to ask questions covering new information and clarifying previous points such as: "How long is the training program?" or "Is this a new position?"

Finding Opportunities

Look at the internet every other day and join as many "jobs by email" lists as possible. Go for any job remotely connected to what you want to do, even if they ask for something you haven't got; you can find out about skills in demand and if you get an interview then you can demonstrate your abilities to learn. The goal of the interview is to get to know you so that you can be evaluated for a job you will be able to thrive in and where you can do your best.

After all, for a successful company to continue to succeed, you must share a sense of purpose and motivation. This is because an employee's ability to make a good first impression is a definite asset to the individual and the firm/company he or she represents.

Autor: Peter Fisher

Peter Fisher is an expert Author and webmaster for Career Consulting Limited where there is lots of help with Managing Your Career whenever you need the information.

Added: June 24, 2007
Source: http://ezinearticles.com/

Technorati tags: career

Free Interview Advice-Some Simple Tips to Boost Your Success Rate

Need some free interview advice? For a lot of job hunters, the job interview is just about the worst thing that can happen-they struggle and struggle to get to the interview stage, but when they do, their lack of technique and experience lets them down time and again. What we need is some free interview advice...

Consider the employer's objectives-
Although they may ask lots of different questions and take much longer to get to the crux of the matter, generally, when conducting an interview the employer wants to know the answer to these three key questions:
1-Is the candidate able to perform the tasks necessary for this role?
2-Does the candidate have the required enthusiasm/work ethic for the role?
3-Will this candidate fit into our team?

Think about those objectives and visualize how you can illustrate your suitability in the interview.

Research-
Spend some time finding out about the company. Due to the internet and communication technology in place these days, researching a company has never been easier. When researching for a potential role, you are basically showing the employer what your work ethic is like. An employer will be VERY impressed if someone takes the time to find out things no other candidate has. This is essential free interview advice-a well researched candidate can knock spots off the competition.

Work out some questions to ask beforehand-
When an interview asks for your questions, not having any is a sure sign of an unimaginative candidate. You are basically showing them that you didn't really care for the job so you didn't bother to research or think about it at all before the interview. This is not what you want a potential employer to think about you!

Smile-
Smiles are infectious, and though you may be shaking with nerves inside, put a brave face on and smile! Smiling is free. Interview advice experts claim it's very important that the interviewer sees you as enthusiastic and motivated, so be sure to shake hands firmly and give a warm smile. A smile can also help you disarm your nervousness slightly, the more you smile, the less nervous you will feel.

Pay attention!
Interviews can be pretty stressful, and it's very easy for your mind to wander, worrying about you are doing, did you answer that last question well enough etc. It's very important to stay focused on what is happening right there and then, but if you do miss something, just politely ask them to repeat what they said.

Interviews are not as big and scary as they seem, once you have some technique under your belt they can be very straightforward-put this free interview advice to use and you will see just how straightforward!

Autor: David Raybould

Click here to get access to more free interview advice, and GUARANTEE yourself a better chance at your next job interview!
David Raybould is webmaster of http://www.BestJobInterviewAdvice.com

Added: June 23, 2007
Source: http://ezinearticles.com/

Technorati tags: job interview, career

Need A Free Job Interview Tip? Six of The Best Right Here

Need a free job interview tip? Contrary to popular belief, there is no big secret to being successful in job interviews. It's not about who you know, or being super enthusiastic, it's just about some clever preparation. Check out these free job interview tips for more details...

Free Job Interview Tip 1
Be ready for more than one kind of interview- standard interviews, behavioural interview, group interviews and roleplays all require different sets of skills to come in to play. None are particularly tricky to master, but it's a good idea to at least be a little prepared for what each one has in store.

Free Job Interview Tip 2
Dress well. The first impression in a job interview carries far more weight than it probably should. If you don't make that all important good first impression, you will already be behind before the whole thing starts! Wear a freshly pressed suit, leave the jewelry at home and go easy on the perfume/cologne/makeup!

Free Job Interview Tip 3
Research research research- The research you do, or lack thereof can make or break your employment aspirations. Who will they employ, the guy who shows up asking about last year's stock price drop, or the guy who asks how long he gets for lunch?

Free Job Interview Tip 4
Learn some terminology. Again, this can create a great impression of you, most employers will be nicely impressed by someone who shows up and is able to speak to the interviewers on their level about their company.

Free Job Interview Tip 5
Focus the interview on the employer. Although they may seem all smiles and handshakes, they really aren't concerned with what the company can do for you. They want to know what you can offer their company, and they want to know that above anything else. If you can illustrate exactly the benefits you will bring, you will be earmarking yourself as one to watch.

Free Job Interview Tip 6
Prepare some things to say. I don't mean write any after dinner speeches or anything, but at some point you will likely be asked some very basic interview questions, so it would be a good idea to prepare for them. As an example, they will probably ask you for a little information about yourself. This can be truly painful-if you don't have anything prepared, you will most likely end up rambling on and on, creating a terrible image of yourself as the nerves of the situation gradually overrun you. Instead, keep it to a few concise sentences and come to a definite stop. This will be much better!

As with many aspects of the job hunting experience, a job interview is nowhere near as terrifying as you first imagine, and hopefully these free job interview tips have helped you realise that!

Autor: David Raybould

Click here to find out how you can get access to more free job interview tip, and GUARANTEE yourself a better chance at your next job interview!
David Raybould is webmaster of http://www.BestJobInterviewAdvice.com

Added: June 23, 2007
Source: http://ezinearticles.com/

Technorati tags: job interview, career

Secrets Of Proactive Leadership

1. Proactive leaders are cautious without becoming paralyzed by the potential downside of action. They pursue their goals continuously but incrementally, testing/evaluating progress toward the goal. This approach assures movement toward the goal without exposing the organization to unnecessary and avoidable jeopardy. They don't play it safe but do play it cautiously.
2. Proactive leaders focus most of their time and energy on organizational stability and goal attainment. They minimize time and energy absorbed by worrying about unlikely contingencies and maintaining the status quo.
3. Proactive leaders make decisions and take action thoughtfully but quickly. They don't delay or postpone decisions or actions, try to avoid or defer doing what needs done, and they don't hesitate or proceed reluctantly. Their actions and reactions aren't impulsive or ill considered. They are, instead, decisive and timely.
4. Proactive leaders don't shirk or avoid responsibility and have little tolerance for people who do. They are committed to the welfare of the organization and to its mission. From the perspective of personal responsibility, they do everything they have agreed to do to the best of their ability and accept additional responsibility to the extent necessary to assure the organization's success.
They may decide that they are unwilling or unable to continue accepting the responsibilities they have agreed to accept. In that event, they will be up-front about their decision and in the meantime, they will do what they have agreed to do at the highest level of which they are capable. The organization always gets their best effort.
5. Proactive leaders take calculated risks and carefully considered chances with hard resources such as capital and soft resources such as political support. Before taking such risks, they first determine the cost to the organization of paying the hard or soft resource bill if their action is unsuccessful. Next, they determine the extent of total organizational resource reduction that could result from having to pay that bill. How much worse off would the organization be if the bill is paid? That is "X" or the downside cost of action. "Y" or the upside benefit of action is similarly calculated in terms of the level of increase in total hard and soft resources if the action is successful. Action then gambles "X" against the possibility of "Y."
Two additional factors are then considered: the likelihood of getting "y," and how much the value of "Y" exceeds the value of "X." They don't gamble a lot to only gain a little.
For the proactive leader, then, taking calculated risks with organizational resources means that the potential value of attaining "Y" justifies the risk of having to pay the downside bill (X). In either event, contingency plans are in place to manage the outcome.
6. Proactive leaders have a high tolerance for and acceptance of differing personalities, traits and characteristics, personal styles, individual values and beliefs, and for the idiosyncrasies of people. Similarly, they easily manage fluctuations in people's moods, points of view, and interests. Alternatively, they have little tolerance for sub-standard work, less than complete attention to the task at hand, or lackluster performance. They always give their best effort and expect others to do the same.
7. Proactive leaders expect others to do things correctly, to give everything they do their best effort, to succeed. They are surprised when people make mistakes, give things less than their best effort, don't succeed. Since they expect success, they assume personal responsibility for mistakes of others, lackluster effort, non-success. Their first take on the situation is that they haven't been smart enough or skilled enough to effectuate the right outcome. They then work with the person to identify the deficiencies, to modify their (the proactive leader's) performance so that they better facilitate the person's success.
Of course, the Proactive leader occasionally determines that a specific person either can't or won't perform as expected no matter what is done but typically, the proactive leader assumes shared responsibility for assuring the success of others.
8. Proactive leaders accept people as is. Their goal isn't to change anyone. Rather, they focus on encouraging and facilitating in ways that enable each person to achieve optimal performance within the context of their skills, abilities, and interests. Concurrently, they expect people to expand and improve their capacities and are ready to help with that process however they can, within the resources and constraints of the organization. People aren't expected to change but are expected to grow and develop as organizational participants.
9. Proactive leaders aren't stingy with praise nor are they lavish with it. They are quick to recognize and acknowledge the successes and accomplishments of others but don't confuse praise with simple good manners. Please and thank you and noting that someone did a good job or was helpful are not examples of praise. They are, rather, merely examples of good manners and are integral to the proactive leader's habitual deportment. Alternatively, praise is an intentional and thoughtful action which privately or publicly acknowledges and commends excellence. Proactive leaders reserve praise for exceptional or extraordinary performance, never missing an opportunity to praise when individual or group performance meets that standard.
10. Proactive leaders understand that holding people responsible and accountable on the one hand and blaming and accusing them on the other are not the same. Holding someone responsible is a performance standard. Holding them accountable is a performance expectation. Alternatively, blaming and accusing imply negative opinions and perceptions of the individual. To blame someone or accuse them represents a pejorative assessment of them. Blaming and accusing are always subjective and personal while responsibility and accountability are performance elements that can be objectively evaluated and, if necessary, adjusted. Since the individual or group are accountable for their performance, the level of responsibility extended to them may be increased or decreased, depending on their performance.
To blame or accuse are counterproductive and incompatible with proactive leadership. Holding people responsible and accountable are key elements in the proactive leader's approach with people. It starts with holding himself (or herself) responsible and accountable and then simply extending the principle to everyone else in the organization.
11. Proactive leaders resist the temptation to either focus on what is not going well or on what is. It may be a function of human nature to attend mostly to the negative or to the positive, depending on ones personality. Proactive leaders understand that this is not a simple matter of choice or personal preference. The key to success is seeing that neither focusing on the positive nor on the negative is advisable. At a more fundamental level, the reality is that the organization is continuously transitioning from a past state to a future state. The primary responsibility of the proactive leader is to affect the transition so as to actualize the desired future state. To do this, the task is to reduce and eliminate the disparity between the present and future states, without redefining or compromising the future state. Focus then needs to be collectively on the cluster of elements that affect the future state either as contributors or as Detractors, understanding that neither is more or less important than the other. Focus must be on the gestalt.
12. Proactive leaders demonstrate their respect for and are pleased by the successes and accomplishments of others. The key here is twofold. They both respect the achievements of others and actively demonstrate that respect and the pleasure they experience when others do well. Respect in this context includes holding the person and the action or accomplishment in high esteem, feeling delighted, and actively expressing approval.

Autor: Gary A. Crow, Ph.D.

For more from Gary Crow, please visit http://www.LeadershipVillage.com or http://www.BusinessStew.com

Added: June 10, 2007
Source: http://contentdesk.com/view.php

Technorati tags: leadership

Job Interview Strategies For Teens

Strategy To Prepare For An Interview:
-Conduct A Self-Assessment: The assessment will help you to know your strengths, weakness and interests. Once you are aware of them you will feel more confident when attending an interview. According to a number of career advisors, teenagers, especially girls, tend to be shy and nervous. Some of them are either low on confidence or too modest about their achievements. Teenagers need to exercise self-confidence and express their skills and capabilities effectively.
-Gather Information About The Nature Of The Job: A job seeker must know the nature of the job before going through the interview. Read the job description carefully to find out about the requirements of the employer. Match your skills with their requirements and make sure that you can do justice to the task at hand.
-Try To Make A Positive Impression On The Employer: Many employers seek assurance from teenage jobseekers. They have a number of questions on punctuality and reliability. Quite a few teenagers work as well as attend classes and study, so it is up to each individual to assure the employer that they will be regular and punctual.
-Practice Mock Interviews: Enlist the help of your friends and family in conducting mock interviews. This will boost your confidence and you will get an idea of the some of the questions that the employer may ask you. You can also use the Internet to find of a list of common interview questions.
-Dress Well: As a teenage job seeker you need to dress well for an interview. Avoid heavy makeup, piercings, open-shoes or revealing clothes. Dress in business attire, as it will give you a professional look.
-Be Prepared: Some employers may interview you immediately. Usually, teenage job seekers get jobs where impromptu interviews are involved. The key is to be mentally prepared whenever you personally visit an office to hand in a resume.
-Handle Anxiety: If you are overcome with anxiety or nervousness, you could ask your parents to accompany you to the place of the interview. Their presence will give you moral support and the encouragement to do well.
-Salary Expectations: The salary offered to most teenagers is usually not as much as that of professionals. So have realistic salary expectations. If you have the required skills, you can always ask for more.
Strategy For The Interview:
Getting to the interview on time will give the employer a good impression about you. Do not forget to mention details that you feel are relevant. If you have worked before, talk about your experiences on the job. Some actual work experience can increase your chances of getting the job. Display your enthusiasm by asking sensible questions to the employer. Maintain a clear voice and positive body language. Thank the employer and ask for a business card. You should to follow up on the status of your job application.

Author: Tony

Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solution's Six Sigma Online offers online six sigma training and certification classes for lean six sigma, black belts, green belts, and yellow belts.

Added: June 18, 2007
Source: http://articlesalley.com/article.detail.php/52002/0//Career/~

Technorati tags: Job Interview

A Portrait Of A Portfolio Career: An Answer To The Perfect Job?

A Portfolio career is a relatively new terminology in the corporate arena. However, many people have been practicing it for quite a while now. A portfolio career is a combination of several work profiles such as contract work, general employment and home business. People, who are unable to make ends meet even with full time employment, or those who lack job satisfaction in their existing occupation, are generally on the lookout for other opportunities that can gratify their requirements. Usually, such people have one full time job profile and apply elsewhere on either a part time basis or establish a home based business. This not only gives them extra earnings, but also gives them the opportunity to use their talents and be more resourceful.
The general state of unemployment and people being pink-slipped has given a push to portfolio careers. Depending upon individual skills and interests, they can choose to employ themselves either part-time or on contract basis. The traditional notion that a full time job provides job security, which lasts an entire lifetime, no longer exists. With increasing globalization and technological advancement, there is a rapid decrease in the requirement for human resources since machines carry out most of the mechanical tasks. Today, personnel are hired on project basis, instead of the conventional long haul method. This is done because the company hiring the employee wants to save on its costs.
To Find The Appropriate Portfolio Career
To know exactly what it is that you would be interested in, it is important to weigh your preferences according to the following:
-Make an analysis of the kind of work you enjoy doing; for example, managing people?s wealth and funds or interacting with people or any other preference.
-Study the work that you have done so far and scrutinize the skills you have had to use while doing that job. Take care to list the innovations you applied on your earlier job. This will bring you closer to your job of finding the correct portfolio career.
-List the other sectors and job profiles in which you have a better chance of implementing your originality. Take closer look at those hobbies and interests, which have the potential of becoming income generators.
-If your friends are also interested in a portfolio career, you could get together and come up with suggestions of revenue generating work options.
-If you are planning to do more than one job at a time, make sure that at least one of them is a 'no-brainer' kind, so that both of them are easy to manage. However, if you are confident about handling two difficult job profiles at a time, you can just go ahead.
Qualities Required For A Portfolio Career
Individuals with skills such as adaptability, or are self-starters, able to shoulder risk tolerance, undertake multi-tasking and the capability of working under pressure, are right for portfolio careers. People who have the will to adjust, and are prepared to re-schedule their work calendars, are ideal candidates for this kind of work. Single women and mothers especially are known to handle several things at a time and as a result, the portfolio career scenario proves ideal for them. For a portfolio career it is important to have ample time on your hands, otherwise it would not be possible to do more than one job in a day.
Those who want to try their hand at portfolio careers are advised to first develop a skill that is in demand or which suits some sector of the industry. If people are not able to handle a full time job and other part time ventures together, yet want to get involved in a portfolio career, have the option of undertaking several part time ventures.

Author: Tony

Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solution's Six Sigma Online offers online six sigma training and certification classes for lean six sigma, black belts, green belts, and yellow belts.

Added: June 18, 2007
Source: http://articlesalley.com/article.detail.php/52001/0//Career/~

Technorati tags: portfolio, career

Here is a Way for Managers to Discover Leadership

Debate rages about what are the differences between leaders and managers. There are many articles and books written on this topic and yet for anyone to progress in their career it will be essential for them to recognise the difference.

Management and leadership are a continuum along which we progress in our careers if we aspire to the top jobs. You could argue that good managers make good leaders. I would disagree. There are many examples of outstanding leaders who have qualities far in excess of those required to be a good and effective manager.

The roles are different. Managers control; they operate within boundaries, like order and follow direction. Leaders on the other hand accept additional responsibility and challenge established order. Leaders will take risks, seek opportunities and use personal appeal and charm to get things done.

Many people start their careers following specific education and training and some remain as specialists through out their career. Others seek career development to progress. They become team leaders, project leaders and have to acquire the skill to adapt to changing situations and manage and lead other people.

Those that have ambition and want more progress will continue to develop through continuous career training. These moves are indicators of leadership aspiration and potential with a realisation that to continue to progress it is necessary to change career.

Each new challenge requires additional qualities. A good example being to change from say, Research Engineer to CEO would normally be achieved via a number of steps (changes).

The change from specialist to manager can be traumatic. Specialists can deal in fact, managers have to acquire flexibility and an ability to juggle a number of balls at the same time, more senior managers - leaders have to try to manage all these variables while developing strategic vision, goal setting skills and an ability to plan to achieve corporate results.

Additional skills such as strong networking abilities are essential both within and outside the organisation and in addition it is vital for leaders to maintain a healthy lifestyle with good work life balance.

Recognising some of these distinctions in the different roles will give the aspiring some idea of what career development they need to undertake if they are to rise to the pinnacle.

Autor: Michael Harrison

Resource Box:
Article by Michael Harrison, Author, Publisher and Business Consultant. Go to: http://www.be-your-own-business-expert.com/Leadership.html Subscribe for your Free weekly newsletter. Information for career and business minded people. Subscribe today http://www.be-your-own-business-expert.com/Bulletin.html Access our archives when you subscribe.

**Attn: Ezine Editors / Site Owners / Webmasters / everyone** Feel free to reprint this article in its entirety in your ezine or on your site as long as you leave all links in place, do not modify the content and include our resource box as listed above. You can use other articles similarly from http://www.be-your-own-business-expert.com/Article.html OR subscribe to our FREE newsletter issued weekly. Each issue is packed with motivational, business and personal development material.

Added: June 19, 2007
Source: http://ezinearticles.com/

Technorati tags: leadership

Career Fair Checklist

A career fair can benefit you in a number of ways. It gives you the opportunity to obtain information on companies where you can obtain a position to advance your career. It also helps you expand your network and gain good contacts. Make sure that you maintain a checklist if you want to make the most of a career fair.
Before The Fair:
-Make your participation known all the companies involved. Gather information about the career fair. Visit its website and pre-register yourself. Make a list of the companies and employers attending the fair. This list will help you to access the companies you are interested in.
-Once you have the list, sort out the top ten companies that interest you and do some research on them. Gather information on their location, functions and management. Read about their current market value and projects.
-Prepare an error-free and well-documented resume. Get it photocopied on good resume paper as you may require multiple copies for distribution. If you have a reference list, then make sure that you have extra copies of that as well. You can also carry personal or business cards, highlighting your work and achievements.
-Make a list of any questions that you want answers to. Prepare yourself to answer questions regarding your qualifications, strengths, experience, interests and career objectives.
-Dress well and have a professional look.
-Do not forget to carry a pen and a small notepad.
At The Fair:
-Make sure that you feel confident enough to face any type of question. Recruiters view each candidate as a prospective employee. Any show of nervousness or lack of confidence can reduce or even eliminate your chances of getting a good job. Display good communication skills and do not forget to maintain eye contact throughout.
-Once you enter the fair, conduct a quick survey to ensure that the environment is suitable for the execution of your strategy.
-Try to establish a good rapport with every employer you meet. Do not forget to collect business cards to expand your network. Remember to state all personal details before you leave any employers' booth.
-Keep a record of every employer and the information exchanged with them. This will make it easy for you to figure out if you need to have any future correspondence with them.
-Ask questions that are relevant. Do not ask about salary or benefits immediately. If you are an undergraduate, then you can make inquiries about internships or scholarships available.
After The Fair:
Give yourself an edge over the other candidates by following up with the company executives once the fair is over. You could send thank-you notes to the employers, thanking them for investing their time and interest in you. If they have provided you with job search advice then you can thank them for that as well. Send a letter to the employer if you have not received a reply to your application. You should make a casual and polite inquiry about the status of your application.

Author: Tony

Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solution's Six Sigma Online offers online six sigma training and certification classes for lean six sigma, black belts, green belts, and yellow belts.

Added: June 19, 2007
Source: http://articlesalley.com/article.detail.php/51999/0//Career/~

Technorati tags: career fair, career

Leadership - Show Appreciation

This is the 9th part of my "leadership" series.

Good leadership is a very subjective measure. Do you measure the results or do you measure the man? Can you ever get the real measure of a man in the first place, and are results all that they are cut out to be?

Whatever your yardstick, good leaders usually share similar characteristics and beliefs. One of those almost universal beliefs would surely be, that no leader can be considered successful without a successful team. A General with his entire army wiped out can hardly be considered a success, even if he is the last man standing. Hero, maybe, but a successful leader; that is debatable.

If a leader's success is measured by his team's success, then it is clear that all leaders should ensure that everyone experiences success. No glory seeker would ever be successful over the long term, exceptions aside. A leader must be able to attribute successes to each team member. In any endeavour, there will be milestones; and each milestone can be measured for success. Celebrate these successes. No matter how small an accomplishment, it cannot be too small to be ignored. No task is unworthy. A leader who knows how to draw out the best in his team usually knows how to show appreciation for their efforts.

Yet, a good leader also knows that showing appreciation is not limited to successes. There will be many stumbles along the path to success. Yet, each stumble, no matter how painful, still works towards bringing the team that one tiny bit closer to its objectives. Here lies the distinction between a good leader and a truly great leader. Balance the struggles of the team with its triumphs, reward the heart. Allowing even the weakest member to experience appreciation might do nothing for the "bottom line", but the overall impact on the team is tremendous.

Everyone knows to show appreciation in the light of success. But for the good leaders, showing appreciation is both a skill and an art. A tool and a reward. It is both a carrot and the stick. Beware the trap of favoritism.

The previous eight articles were

Leadership - Show Appreciation

Putting Action To Your Words

Have a Vision

Share the Vision

Learn and Grow

Take Risks

Promote Cooperation and Trust in your Team

Share Power

Autor: Calvin Warr

Calvin is a veteran product marketing professional with experiences at several multi-national companies including Philips, Nokia and others. He has created global products and have brought successful products to launch in China, USA, Europe and Asia. He continues working and blogs about his marketing ideas today at http://www.calvinwarr.com.

He also contributes articles to http://www.versacreations.net

Added: June 20, 2007
Source: http://ezinearticles.com/

Technorati tags: Leadership