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Social Media Platforms Can Be Built Around Quality, Not Scale

In the traditional media industry, some outlets differentiate themselves through quality, but social media hasn’t gotten there yet — there is no “New York Times of social media.” The modern landscape for newspapers and books resulted from centuries of evolution, but “new media” hasn’t yet developed such strong brands and categories.   However, although there aren’t any dominant players, there are social network companies seeking to stake out “high-quality” territory. The most common approaches are to specialize in either high-quality information, or to specialize in deep, emotional relationships. Of course, people do use existing comms and social software to manage quality information and close relationships — the beloved chat app Slack is widely used by couples and families, for example. But Slack is generally aimed at the enterprise market and doesn’t specialize in intimate relationships.  Similarly, Facebook doesn’t specialize in purveying journalism, even though almost every news c…
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Five Rude And Insulting Interview Questions -- And How To Answer Them

You are a well-brought-up person with perfect manners, or at least you aspire to be. You probably know that the rudest thing you can do is to call out, mention or acknowledge another person's bad behavior! When someone is rude to you, the best thing to do is to smile and ignore the impolite behavior. As a well-brought-up person, that's what you will do when you run into rudeness on the job search trail. Sadly, I can almost guarantee that you will run into rude interviewers asking terribly impolite and intrusive questions. Here are five of the most insulting questions an interviewer can ask  you. All five of them are very common. Interviewers are  badly trained. Somewhere along the line, somebody taught them that in the business world, it's okay to ask people questions you would never dream of asking someone you were meeting for the first time in any other setting. We would never presume to ask someone at the gym, the grocery store, a block party or a place of worship "…

The Future Of Work For People 50+ Will Surprise You

“Genius clubs” to channel older workers’ talents. Mandatory retirement — at 80. A “dynamic” work/life path, instead of today’s linear path. The end of the expectation of rising pay as you age. Volunteering: the new status symbol. Unions for older workers. These are some of the fascinating forecasts I’ve just heard regarding the future of work for Americans over 50. These predictions I just received from experts, which I’ll elaborate on shortly, are part of Next Avenue’s month-long series on the future for Americans over 50 to celebrate our site’s fifth anniversary. Our previous pieces: “The Future of Health for Americans Over 50,” “Personal Finance Forecasts for Americans Over 50,”  “How People 50+ Will Live in the Near and Distant Future” and “What the Future of Adult Learning Will Look Like.” Coming up: The Future of Caregiving for People 50+. To help set the scene, let me share what Roy Bahat, head of Bloomberg Beta and co-chair of The Shift Commission on Work, Workers and Technolog…

How to Get Experts to Work Together Effectively

How should teams of experts working on knowledge-intensive projects be structured? Should they be hierarchical? Or will flexible, self-organized groups perform better?  Teams often struggle with how to get the most value from the members’ expertise, to minimize conflict, to integrate their diverse expertise, and to leverage it during all phases of a project.
The traditional approach is to put the person with the most experience and expertise in charge — for example, a head coach or a chief programmer. The assumption is that this person has the expertise to make the best decisions about how to allocate tasks and responsibilities. Teams that adopt this model feature a rigid hierarchy, whereby final decisions are centralized through this single, formally designated individual.
The downside of this approach is that when projects increase in complexity and team size, the central individual can become a communication and coordination bottleneck for the team.
Another approach is to let teams sel…

Andhra Pradesh CM rolls out red carpet to Franklin Templeton

The global investment firm sets sights on Vizag Franklin Templeton has plans to launch its operations in Visakhapatnam in case the State government provides land facing the seashore. Franklin Templeton President and COO Jennifer Johnson informed this to Chief Minister N. Chandrababu Naidu, who called on her in California on Tuesday. She also enquired about the availability of high-end talent in AP, telecom carrier capacity, broadband connectivity and cloud infrastructure, etc.
Mr. Naidu assured her that the State government would provide land, water and power etc. to start a campus. The government was providing fiber connectivity to every house. To provide Internet services to the remotest villages, the government was working with Google X. An ecosystem was being developed in Visakhapatnam for Fintech, data analytics and processing, he said.
As far as manpower was concerned, Mr. Naidu said Franklin Templeton need not have any apprehensions. Out of every four IT professionals in the world,…

How to React to Biased Comments at Work

Bias at work can be overt and insidious. It can be shocking and enraging. But the subtle “Wait, what just happened?” moments are far more frequent. Take these examples: A client assumes you are in a subordinate role because of your age. A prospective customer only makes eye contact with your white colleague. A coworker calls you “angry” while your equally assertive male counterpart gets labeled “strong” (a far too often occurrence for women asone of our previous studiesshowed). Moments like these leave you questioning others’ intentions and your own perceptions. The inner dialogue can sound a bit like, “I’m upset. But should I be? Do I have a right to be?” At best, this shadowy bias is exhausting. At worst, it is soul destroying.
Bias’s sometimes slippery nature also makes it difficult to eradicate in the workplace. Leaders implement policies that prohibit discrimination against protected classes, but rules can’t prevent unconscious, unintentional bias. How do you legislate status assum…