7 ways to build your childs vocabularly starting now

7 ways to build your childs vocabularly starting now7 ways to build your childs vocabularly starting nowIf you want your child to have a rich and fulfilling life, one of the best things you can do is help build your childs vocabulary. Research shows strong language ability is associated with a number of positive things, including happiness, friendships, connections with family, academic success and a satisfying career.Building your childs language ability is notlage something you should wait to do until theyre old enough to go to school. Vocabulary development is extremely rapid. Between birth and second grade, children, on average, learn about 5,200 root words.The ability to quickly interpret words at 18 months can determine the size of a childs vocabulary later in childhood.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreBy grades three and four, vocabulary also is closely related to children s ability to understand what they read. This is partly because a childs vocabulary is a strong indicator of a childs knowledge of the world.As one who researches the best ways to develop childrens literacy, here are seven things that I believe parents and educators can do to help build childrens language and vocabulary skills.1. Talk about objects and events that interest the childTalk about something that has the childs attention. A mother may notice her 8-month-old baby staring at a large cat and say, Oh look at the nice kitty. She has such pretty eyes and soft fur. Such interactions may also occur when a child points to something and starts trying to talk about it, indicating excited interest. These exchanges are prime opportunities for adults to name, describe and explain things. Occasions when parents and children talk about things they are both attending to are powerful instructional moments. Words are paired with objects, events and emotions. The importance of these exchanges is shown by the fact that the amount of pointing by children at 18 months is related to language development at 42 months.2. Have many conversations with childrenThe amount of language children hear during conversations with adults in the first 18 to 24 months of life matters. Language areas of the childs brain are rapidly developing. The ability to translate sounds into meaningful words is rapidly improving. Linking sounds to meanings quickly enables one to continue to make sense from the words they are hearing. The speed with which children assign meaning to words is strongly related to the amount of language they have heard as part of adult-child conversations.3. Engage in sustained interactionsBy the time children are 2, it is not only the quantity but also the quality of the conversations they hear that matters. At this point to really foster your childs language growth, dont be in a hurry talk with your child about particular objects or events for a decent amount of time. I ts not necessarily a certain amount of time that matters. But there should be at least eight to 10 back-and-forth exchanges between the parent and the child. When children are verbal, these back-and-forth exchanges that take place over many turns are especially valuable.Indeed, preschool children who have longer-lasting conversations show faster brain development and more efficient processing of information than those who have fewer and shorter conversations.4. Read and discuss booksOne of the most powerful of all shared activities is book reading. Books can be shared and enjoyed from the first year of life. They provide endless opportunities to name objects, animals and action. These experiences can be repeated over and over. The activity also gives parents a time to bond with their child while talking about favorite pictures, events and stories.5. Use varied words while expanding world knowledgeChildren acquire knowledge rapidly as they learn words that refer to more complex conce pts. As time goes on, these words will be used during conversations about new ideas and experiences. For example, during a trip to an aquarium a child might see fascinating creatures as their parent names the animal, talks about parts of its body its fins and tail, for instance and how it moves. Or, during a trip to the grocery store, one can name objects, discuss their attributes, talk about where they come from and much more.6. Talk about past eventsThrough language we are able to travel through time to past and future events. As parents talk with children about experiences from the past, they tend to use novel words and children, in turn, are encouraged to use them. For example, a parent may say, Do you remember when we went to the aquarium? The child responds Yes, we saw that big big fish with wings. To which the parent replies Yes that was an enormous stingray. Regular conversations about the past foster vocabulary learning.7. Engage in pretend playLanguage enables children t o construct and live in imaginary worlds. The talk that occurs as they enact their roles in these imaginary worlds leads them to expand their vocabulary.For example, two children are playing with action figures that represent doctors. One child holds a doctor figure and the other is playing with one that is lying on the ground. The doctor says, Be quiet I need to use my stethoscope. The injured figure says, OK. Is that the thing you use to hear my heart? Here we see one child informally teaching a sophisticated word. The second child is learning what a stethoscope is and, as they play, will gain some understanding of how it is used.These evidence-based methods are just a few ways that parents can help build their childrens vocabulary and knowledge of the world.David Dickinson, Professor of Teaching Learning, Vanderbilt UniversityThis article is republished from The Conversation under a Creative Commons license. Read the original article.

Flexible Work for People with Disabilities and Special Needs

Flexible Work for People with Disabilities and Special NeedsFlexible Work for People with Disabilities and Special Needs4We received a note from one of our members recently that reminded us of a very important fact Flexible work isnt just a great thing for working parents or people who want to enjoy their lives more. Flexible jobs are a critically important source of income for professionals who have disabilities or special needs.How do people with disabilities benefit from flexible workOur member put it perfectlyThe disabled and those of us with shades of disability would magnificently benefit from the ability to work from home. Some of us cannot always physically get to a job or would be physically restricted in a way by being in an office, but are plenty able to do work from home.We hope employers will remember this important idea as wellThat telecommuting and flexible work opportunities are not just juicy added benefits for employees, but that they actually make it possible for p rofessionals who otherwise might not be able to work to find meaningful, fulfilling work in a capacity in which they can truly be productive.For more advice on job searching with a disability. Check out this fantastic resourceWhen and How to Disclose a Disability from the magazine Careers and the disABLED.To view our most current telecommuting and flexible job opportunities.Head over to our job search page with 50 career categories to choose from. Youre also able to select the type of flexibility youre seeking, whether it be telecommuting, flexible schedule, part-time, freelance, or any combination of flex-types. Best of luck in your job search

The 10 Most Popular FlexJobs Blog Posts of 2014

The 10 Most Popular FlexJobs Blog Posts of 2014The 10 Most Popular Blog Posts of 20141What would the end of the year be without a look back at the 10 most popular blog posts of 2014? These are the posts that you, dear readers, perused, shared, and- we hope- enjoyed over the course of 2014.The great articles on the blogare provided by the enthusiastic writers on the virtual team, as well as a host of outside experts in hiring and recruiting,to bring you insightful tips and information that will help you in your search for flexible work. For a bit of perspective, check out this list of the must-read job search articles from mid-2014. Meanwhile, were forging ahead, working to provide more useful content on the blog in 2015Here are the 10 most popular blog posts of 2014100 Top Companies for Remote Jobs in 2014This comprehensive and super-handy list is a rundown of the top companies with remote jobs and flexible work options, culled from the database of more than 25,000 companies.8 Great Side Jobs for Supplemental IncomeMany job seekers in the market for flexible work are already employed and looking for additional work on the side this list offers eight great options for earning supplemental income.26 Virtual Companies That Thrive on Remote WorkSome companies function particularly well with employees who work remotely, like the 26 virtual companies (including ) that we listed on this popular post.5 Companies Hiring for Jobs with No Location RequirementIt might come as no surprise that readers looking for real job flexibility were super interested in this great list of five companies that have no location requirements for workers.6 Great Full-Time Jobs from HomeHere are six options to consider for job seekers who are looking for full-time, professional telecommuting jobs. Take a look at the jobs that made our list.20 Most Common Work-from-Home Job TitlesOne of the most efficient ways to search for flexible work is to know which job titles are most commonly of fered for people looking to work from home. This helpful list from the blog offers 20 of the most common titles.Top 25 Companies Hiring for Part-Time Work-from-Home JobsThe flexibility that part-time, remote positions offer is highly appealing to job seekers who want a healthy work-life balance. These 25 great employers topped our list of companies to consider.10 Jobs That Wont Exist in 10 YearsThere are some surprising jobs on this list of 10 jobs that appear slated for obsolescence. Take a look at which jobs may not be around in a decade to stay relevant and up to date in your job search.25 Companies with the Most Work-at-Home JobsIts good to know which companies have the greatest number of telecommuting jobs, and this great rundown provides that service, based on the thousands of companies in the database.5 Flexible Companies Hiring NOW for Remote and Flexible JobsFinding rewarding, professional work quickly is a priority for many blog readers. This article listed five of our Featured Employers offering remote jobs and other flexible work options.Readers, what articles on the web have been most useful to you in your 2014 job search? Let us know by leaving a link in the comments section below

Individual Development Plan Samples for Busy Managers

Individual Development Plan Samples for Busy ManagersIndividual Development Plan Samples for Busy ManagersAn individualdevelopment plan (IDP) is a document that outlines the projected growth for an employee. Its an agreement between an employee and employer that certain skills should be improved or learned or that overall performance should meet a certain standard by a specified time.The specifics of an IDP can vary greatly depending on the job and the status of the employee. Some IDPs are standard documents for all employees. Sometimes, they are created whenemployees are specifically tasked with showing improvement.Reviewing sample IDPs can help provide an idea of what they should look like.Example 1 Experienced Middle ManagerName, position, function, location, manager, etcTime period 1/2019 1/2020Development Focus Improved effectiveness in current role and preparation for potential senior leadership role.Top 3 StrengthsFunctional and industry expertiseFinancial acumenProblem-solvi ng decision-makingTop 3 Development NeedsImprove ability to lead changeStrategic thinkingCross-functional expertiseDevelopment ActionSpeak to my manager about my desire to lead a high-level, cross-functional process improvement team. This would leverage some of my existing strengths and allow me to gain experience in leading change and strategic thinking, as well as learn about other company functions.Timing Next week, for potential second-quarter project Cost None, just my timeDevelopment ActionSet up monthly, one-hour phone calls with Joe Smith and Jen Jones. Theyve both had experience leading projects like this and achieved outstanding results.Timing Start next week, schedule for rest of yearCost None, just my timeDevelopment ActionTake a course in leading strategic change. Check 3-4 business school 3-5 day programs.Timing This quarter.Cost approximately $500 to $1,000Development ActionRead the following booksLeading ChangeBlue Ocean StrategyTiming One book per monthCost Approxi mately $20 each, less for e-bookDevelopment ActionTake a 360 leadership assessment for further insight into my development needs. Incorporate new insights into my IDP. Review with an executive coachTiming Complete by 6/1Cost $300 for the assessment, approx. $2,000 for coachingExample 2 New First-level ManagerName, position, function, location, manager, etc.Time period 1/2019 1/2020Development Focus Newly promoted, development in brand-new roleTop 3 StrengthsProject managementInfluenceAbility to drive for resultsTop 3 Development NeedsCoaching and developing my teamHandling conflictListening skillsDevelopment ActionWork with each of my team members to create IDPs. Be sure to use a coaching approach, asking for rather than telling. Practice my listening skills and ask for feedback.Timing Start next week, one per weekCost None, just my timeDevelopment ActionWork with my manager and Susan from HR on my own IDP get assistance in working with my employees. Subscribe to the company manage ment newsletter.Timing This week, and as neededCost None, just my timeDevelopment ActionTake in-house Supervisors Essentials courseTiming Next time it is offered this yearCost Approximately $500, 3 daysDevelopment ActionRead Crucial Conversations. Practice what I learn with at least one work and one personal situation. Incorporate listening skills as well. Get feedback regarding my effectiveness.Timing Next 3 months.Cost $20 for book, my timeDevelopment ActionRole models Find one role model for each of my development needs. Interview each role model about best practices, tips, and advice. Try at least one new tip for each development need and follow-up with role models for additional feedback and advice.

Great Team Work Needs Moral Guidance

Great Team Work Needs seelenlage GuidanceGreat Team Work Needs Moral GuidanceGreat Team Work Needs Moral Guidance Lundquist, author of Taking Your Team to the Top (McGraw-Hill, 2013)The first thing any business ownershould do in order to blueprint effectively for her team is to consider the type of moral fabric she would prefer to have in her team members.To me personally, morals are the glue that binds together the fabric of team workand what its all about. You can build successful teams without regard to their internal makeup, but without some sort of guidance for behavior, there is certain to be instability.With instability come loss of production and ultimately failure to meet business goals and missions. High morals allow for smooth interaction of team members (mentally and physically), keep undue pressures off the group, and allow for stability, which in turn creates long-term success.Avoiding a Moral FissureFor years the Broncos worked with an internalized code that was never formally stated. But the internalization of the Bronco way was accepted by all and created stability of interaction among departments within the organization. This stability held fast for years and brought the team much success.It wasnt until the club steered away from the Bronco way that things began to unravel. There was internal distrust and poor communication. The club lost its focus. This moral fissure came about because certain personnel hadnt been vetted in the proper manner and lacked an understanding of the teamwork culturethat Denver had developed over years of success in pressure situations.The ultimate goal is to find the correct moral fits for your company and avoid those that will lead to its untimely demise. This starts by evaluating the core set of values necessary to achieve the company mission or goal at hand.Begin by asking yourself the following question.Your Companys Business GoalsIt is vital to the success of your team that you define your purpose and the goals for your business. You should be able to answer this question in one or two sentences that clearly define the products or services that your company offers potential customers.Some companies are created to make money, while others are focused on philanthropy. Certain businesses work hard to create new products, while others try to improve on already existing ones.Andrew Carnegie said, Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.So from the get-go you have a responsibility to both yourself and your company to define a vision and push off the dock with an understanding of where you will guide the boat.Your goals should be reflected in your morals, and your morals should be reflected in the goals you are looking to achieve. Every team has to set some moral standard concerning what it represents and the core characte ristics to which it wants to implement its efforts.This is notlage to say that every team is required to have the highest moral standards and values at the forefront of all its labors, but those that do build this into their foundations based on their goals are mora apt to have highly productive team members who contribute to the combined work of the group.The more productive and efficient this work is, the more likely it is that the group will achieve its goals. Lack of moral strength puts pressure on the team, both internally and externally, again stealing resources from the combined efforts.This concept is best served when it is addressed at the beginning of any team effort, rather than being dealt with in the middle or as incidents occur.Creating a Level Playing FieldThe Air Force Academy teaches its Honor Code to every incoming doolie (freshman) from the very minute he is sworn in as a cadet. This code is meant to be internalized (through instruction and implementation) to set a moral standard across all members of the Cadet Wing.Essentially, this code is a guiding light for the ultimate vision and goals of the Air Force. The service is clear on what it wants from its team members, and it tells them this from day one.The code says We will not lie, steal or cheat, nor tolerate among us anyone who does. Thats a pretty clear-cut, basic statement. But it ensures that everyone is working on the same page, level, and playing field, while also ensuring that all members of the team can depend on the words and actions of every member.Self-policing through the non-toleration clause brings some internal ownership. Its not easy, and it can be difficult for every individual, as well as for the group and the team. But this all starts with defining your business goals for your company.The Air Force took a monumental step in making clear what it expected from its team members because it not only defined its personal goals, but also laid the foundation for every cadet and team member to come, which demonstrates the importance of understanding your own businesss goals.Author BioCarl M. T. Ted Lunquist II, author of Taking your Team to the Top(McGraw-Hill, 2013)is a former football player, collegiate coach, Air Force Intelligence Officer, pro football scout and NFL Club Executive and General Manager. A renowned leadership expert, he is currently a blogger, television analyst, radio personality and commentator.

What Is So Fascinating About Office Resume Templates?

What Is So Fascinating About Office Resume Templates? Office Resume Templates Features Assume, youve got multi year home loan or house advance. In a couple of minutes, youll have a flawless illustration of precisely how incredible you are as a prospective hire. The easiest means to do so is to share numerical data that show youve contributed previously and can, therefore, contribute later on. You might now search for a work relaxing comfortably at your house. Because most hiring managers only skim each resume for a couple of seconds, its crucial your message becomes noticed quickly. Dont overlook to demonstrate that you presently acquainted with the punkt for the specific industry and tell your ability which will enable you to and the organization to thrive. One of his goals is to demonstrate that hes a specialist in all kinds of mail room duties. Grabbing the HR attention ought to be your very first priority. The majority of the moment, applicants waste plenty of time wo rrying what things to write in their resume, rather than how it needs to be written. With all these applicants for an employer to pick from, it isnt enough that your resume matches the work description it ought to grab their attention. State only skills which are connected to the position applied for. A straightforward and beneficial means to present your abilities and qualifications for the office assistant job. You should tailor your goal according to each job if needed. In the event that youre a student and you also re thinking about the way to produce your work easier you only will want to have connected with Amexwrite.com. By the moment you interview, you will be well-prepared to land your ideal job. A summer job with your granddad isnt really essential to list. The Professional Profile is intended to provide the possible hiring manager a reason to keep on reading your resume. Under your Work Experience heading you should start to your existing position or the most recent job if youre certainly not currently utilized. When you have added your details and work experience, its possible to also save your resume as portable document format if you want. Office Resume Templates - Overview You never need to really be worried about the formatting unless you truly wish to. Also, make sure your formatting is standard. At any time you compose a resume choose a simple format. Not only it has to be accurate, you also need to use a suitable format. Outside of experience in the specialty, hiring managers may be searching for bright candidates with at least a high school diploma or even some kind of business degree. Individualize each resume to fit the particular job, in addition to the corporation. To begin with, however, it will help to review some higher-level ideas to create your resume fantastic and focus it on jobs in administration or company. Different company and administration jobs need specific degrees and certifications, so remember to highl ight your education. The skills section of your resume is an outstanding place to include keywords from the work description. A resume is a sort of document thats used by means of a job applicant to summarize her or his employment history, education, accomplishments and other relevant info to pique the interest of a possible employer. It is imperative to highlight your relevant experience, focusing on the most crucial or impressive abilities and achievements. You may list any honors which you could have graduated with, but dont include your GPA unless you graduated recently. You will also need to describe your specific job duties, skills, education and any appropriate details. Its not worth to get rid of a job youve always wanted. When teachers want to submit an application for a new job, they should highlight their very best attributes as a teacher. A teacher whos prepared for at least some of the situations that may emerge in the classroom is unquestionably a larger asset to a school than a teacher who really does not have any idea how to respond. Following that, it has to impress the hiring manager with information which is related to them. Below youll find the most frequent skills necessary to fulfill an office manager position. An office assistant resume needs to demonstrate a broad range of skills. The perfect office assistant resume will exhibit quite a few talents, such as managerial abilities, organizational abilities and data analysis and processing abilities.

3 Tips for Recruiting Interns for Future Full-Time Roles - Spark Hire

3 Tips for Recruiting Interns for Future Full-Time Roles - Spark HireWere in the midst of a talent shortage. In fact, Gartner Inc.s recent Emerging Risks Survey revealed senior executives worldwide believe talent shortage is the top risk their organizations face. If youre struggling to drum up candidates, recruiting interns could be the golden ticket to transforming your entry-level talent pipeline.You know how hard it is for applicants to check all the qualification boxes in spite of the talent drought. Entry-level positions no longer require entry-level qualifications. Skill development, previous work or internship experience, and even volunteering are critical components to good entry-level hires. Formulating a strategy for engaging and recruiting young talent in the current job market/ hiring climate ensures your talent pool doesnt run dry.Well-crafted internship programs are gold mines for generating future full-time employees. With the right environment and training, interns ar e able to quickly develop into the professionals your company desperately needs. And recruiting interns effectively from the start ensures young talent easily transitions into future tenure at your company.Heres how to recruit top interns and retain this talent for future rolesSeek out interns with traits you CANT train forAccording to the National Association of Colleges and Employers (NACE), interns who transition into full-time employees are far more likely to stick with a company than those hired traditionally. But this requires interns to have the right personality and fit for the company culture. Keep in mind skills can be taught character cannot. This is why its critical to seek out interns with strong personality traits indicating future success within your organization. Dont overlook intern candidates with superior soft skills and personality traits for the allure of hard skills.Tip Focus on seeking out candidates with personality traits reflective of the companys mission and values such as enthusiasm, drive, and even a great sense of humor.Seek out candidates with personality traits reflective of the companys mission and values.Click To TweetIdentify interns with potential in areas you CAN train forGet ahead of skill development. As a recruiter, you must learn to recognize a candidates capabilities for a role. Young talent often lacks some skills and role-specific experience. Rather than writing them off until they are better equipped for a future role, report the areas where the intern will require training and development.For instance, an intern will not likely be well-versed in all the programs and tools utilized at your company. Training and certifications allow interns to advance in their roles and make them better prospects for future full-time employment. Immersing interns into your robust development program sets them up for success and instills a sense of dedication to your organization by nurturing their growth.Tip Introduce interns and en try-level hires to training outside of your traditional workplace programs so they can explore their interests and build on strengths they can bring back into their roles.Create a clear transition planIn 2018, NACE reported the conversion rate for interns to full-time employees at more than 45 percent. When recruiting interns with the future in mind, establish a clear plan before the internship begins. Go as far as to set a deadline for a decision to transition an individual from an internship to a full-time role. This will pad your talent pipeline and establish clear expectations for both interns and the HR team.Tip A transition plan benefits the internship program because it lays down a sufficient trial period and establishes a timeline for regular check-ins. This ensures no time is wasted in identifying your top entry-level hires when new roles open.tischset a deadline for a decision to transition an individual from an internship to a full-time role.Click To Tweet