5 reasons why side hustles can benefit your mental health

5 reasons why side hustles can benefit your mental health5 reasons why side hustles can benefit your mental healthNew data from Simple, an online banking company, shows that more American millennials have aside hustlethan ever before, while Google has shown a significant uptick in side-hustle-related searches over the last two years. Though side hustles likefreelancing, teaching, and driving forride-share serviceshave become popular ways to earn extra cash or indulge in yourentrepreneurial spirit, these independent jobs also provide hustlers with a bunch of unexpectedmental benefits. Scroll on for a handful of ways your hustle can help you stay happy andhealthy.1. Gain controlWhen you care deeply about your work, it can be frustrating when you arent able to call the shots or make an impact that leaves you feeling fulfilled. This might be especially true if you feel stunted in atoxic culture, are miserable as the result of abad boss, or are deckenfries in a situation where you simply dont have the freedom to do things the way you want to on the job. If youre familiar with any of these struggles firsthand, youve probably found that having a personalpassion projectthats totally your own can give you the decision-making powers you crave.2. Grow personally and professionallyProfessional learning opportunities are one of a jobs best perks, whether you have teammates who teach you new skills or enjoy access to books and classes through your company. Unfortunately, the information you need to know to do your job well might not always be of interest to you. Having a side hustle that challenges you in an area youre genuinely interested in is exciting and can give you a sense of purpose. Reading up on nights and weekends or enrolling indigital coursesyou can take at your leisure will allow you to expand your skill set while fueling yourpassion.3.Relieve stressDoing something that makes you feel energized, proud, and confident is a solid way to combat work worries. Thankfu lly, there are a number ofentrepreneurial endeavorsthat can provide this benefit. If you love car rides, signing up to drive for a company likeUberorLyftmight give you the opportunity to unwind by talking with passengers and listening to tunes. If you adore dogs and being outside, spending time with cute canines in nature as a dog walker could be the ticket. Or, if writing, designing, orcraftingis your jam, youre likely to find that dedicating time to yourcreativework brings you a much-needed mental break from day-job-related stress.4. CureboredomHave you been in your current role or at your company for a long time? Do you love what you do but crave more variety? A side hustle can help you explore skills or talents that you enjoy but dont get to use nearly enough. Keep things interesting by pursuing a side hustle thats a complete departure from your usual work routine. For example, if you sit in front of a computer all day, try working in a boutique or helping out at events around t own after hours youll exercise different parts of your brain and, as a bonus, youll come back to your nine-to-five feeling refreshed.5. Build new relationshipsYour day job might introduce you to plenty of smart people in your industry, but exploring an entrepreneurial pursuit thats different from your regular employment can help you makefriendsand contacts within a new community. Tap into these varied social circles by taking classes, attending local meetups or conferences, or volunteering at a festival to build meaningful relationships that leave you feeling connected, fulfilled, and happy.Thisarticlefirst appeared onBrit + Co.

Hundreds Drawn to NEMB 2014 for Speakers, Technical Sessions and Tutorials

Hundreds Drawn to NEMB 2014 for Speakers, Technical Sessions and Tutorials Hundreds Drawn to NEMB 2014 for Speakers, Technical Sessions and Tutorials Hundreds Drawn to NEMB 2014 for Speakers, Technical Sessions and Tutorials(Left to right) Dr. Rashid Bashir, NEMB conference chair Dr. Arun Majumdar, vice president of Energy at Google and Dr. John C. Bischof, program chair for the conference. The 2014 Global Congress on NanoEngineering for Medicine and Biology (NEMB 2014), held Feb. 25 in San Francisco, drew 300 attendees from around the globe and featured 45 technical sessions, 40 keynote and featured speakers, as well as seven plenary talks and five tutorials. For the first time in the programs three-year history, webcasts of six plenary talks and two of the tutorials were transmitted live from the conference.NEMB 2014 opened with plenary speaker Dr. Paul Alivisatos of University of California, Berkeley and Lawrence Berkeley National Laboratory, who discussed Studies of Colloidal Nanocrystals and Biological Micromolecules in Liquids Using the Transmission Electron Microscope.Dr. Arun Majumdar, vice president of Energy at Google and professor at Stanford University, delivered the conference centerpiece plenary, titled What Is Impact? Lessons Learned from 20th Century Science and Engineering. During his presentation, Majumdar noted the importance of multidisciplinary collaboration in the laboratory and office, adding, If you want to break down silos, mix disciplines up. Proximity matters, and you cant overestimate the impact of contact. He also offered advice to young engineers and students in the audience When people say your idea wont work, consider if it violates laws of nature, and if it doesnt, question that assumption.In addition to offering technical sessions covering nanotechnology topics ranging from diagnostics to toxicology, NEMB also featured tutorials including a primer on tissue engineering and an overview of the design and applications of microf luidic tools. Additional plenary talks included presentations by Mina Bissell of Lawrence Berkeley National Laboratory, Stephen Quake of Stanford University, John Rogers of the University of Illinois at Urbana Champaign, Mehmet Toner of the Harvard Medical School and Massachusetts General Hospital, and Jennifer West from Duke University. (Left to right) Conference Chair Dr. Rashid Bashir Dr. Buddy D. Ratner, director of University of Washington Engineered Biomaterials Engineering Research Center and the Darland Endowed Chair in Technology Commercialization Christine Reilley, ASME program manager and Dr. Malisa Sarntinoranont, student awards coordinator. At the special NEMB poster session, 18 finalists who were selected from the poster session of more than 80 participants proceeded to a Lightning Round presentation, where five doctoral students garnered National Science Foundation-supported awards. Nasim Taheri from Rice University and Nikita Taparia of the University of Washington tied for first place in the competition, while Sean Lubner from UC Berkeley and Ehsan Sadeghipour of Stanford University tied for second. Liangliang Hao, a doctoral student from Northwestern University, placed third in the competition. Two Audience Choice poster awards were given to Christopher OBrien of George Washington University and Omid Khandan of UC Riverside. Attendee Caroline N. Jones, a biomedical engineer from Harvard Medical School, noted that the great lineup of speakers and the chance to network with mechanical and chemical engineers who worked outside of her field drew her to the conference.NEMB session chair Tony Dickherber of the National Cancer Institute, said NEMB is a target-rich opportunity, as the research presented at the conference is well-aligned with what the NCI is seeking to fund. Dickherber added, it welches great fun to speak with all these creative, brilliant investigators and hear their ideas.Archived versions of the tutorial and plenary sessions that were webcast from the conference - including the poster session Lightning Round - will be available by the end of the month on the NEMB 2014 web page, at www.asmeconferences.org/NEMB2014/index.cfmNEMB 2014 was organized by Conference Chair Rashid Bashir, University of Illinois at Urbana Champaign Program Chair John C. Bischof, University of Minnesota Steering Committee members Guy M. Genin of Washington University in St. Louis, Taher Saif of the University of Illinois at Urbana Champaign, and Malisa Sarntinoranont of the University of Florida and Honorary Chair Markus J. Buehler, Massachusetts Institute of Technology.NEMB 2015 will be held next April in Minneapolis, Minn. For further details, contact Christine Reilley, ASME program manager, at reilleycasme.org. - Christine Reilley and Kyle Leigh Avery, ASME Engineering Research and Technology Development

Getting on the Board

Getting on the Board Getting on the Board Getting on the BoardJesus Zozaya is quick to mention a major problem when producing circuit boards time. You need one that works for you and you can be at the mercy of when it will be created and when it will arrive, he says. That doesnt help when you need to move forward.As a co-founder of Voltera, hes been a part of a journey to put the customer further in control while maneuvering through the realities of business. It started for us his team as students from the University of Waterloo in 2013 for a fourth year design project, he says. 3D printing welches already quite popular. My lebensabschnittsgefhrte brought up that there are a lot of 3D printers out there that are using plastic to create mechanical components so why not use ink of some sort to create electrical components?This was the project that was chosen and many different technologies were tried, starting with Inkjet. We finally settled on a process similar to an extrusion-based t echnology where we have conductive ink in a cartridge, basically just regular syringes, and it gets extruded by applying mechanical pressure through a very small nozzle, he explains. We put a lot of effort into trying to find the right type of inks and chemistry to allow us to create very high resolution circuitry while still having excellent electrical property and the ability to solder. There are many inks out there but not all can solder and that can be a big problem.A silver-based conductive ink is used for printing. Image VolterThey graduated, received free space in an incubator at the University at Waterloo and, from that point on, started a company, he says. We eventually went into the RD phase and then got accepted into an accelerator which meant 3 or 4 months in China. And we took all the team members we had at the time, he says. It was a very rewarding process where we learned about injection, molding, extrusion, and more. By the time the accelerator was finished, we had a functional prototype that worked and looked good.Getting a KickThey would go on to use Kickstarter, where over a 30-day period, people could pre-order printers.How well did they do? Around $500,000 in preorders, he estimates.It felt great to get that kind of response, he saysThe present version of the product has a 550-watt heater to cure the ink, along with rails that allow XY motion. The control PCB printed circuit board is the brains of the machine that allows communication through USB, and it controls motors, he says.This version is meant to be a prototyping tool. Its for allowing you to iterate much faster, not for the final product of your client, he notes. The cost? Printing a board on this printer is maybe a dollar or two compared to ordering a circuit board that could cost 100 to 200 dollars, he points out.The price to buy the printer is $2,199.Future ImprovementsOne of the potential improvements for the future, he says, would be in how many layers can be printed. The cost of compact circuit boards you find in very tight spaces is four layers or more, he says. Were also playing around with having additional components. Right now the printer doesnt have a drill so were thinking of having a drill module or a pick-and-place module.Zozaya says its also the team that wants to continue to grow in terms of its methods in business.Its been a rollercoaster from college, he says. There have been moments that were tough along the way but it comes down to how stubborn youre willing to be. You need to be aware of what you dont know and have hungry minds to adapt to circumstances. Weve learned a lot.Eric Butterman is an independent writer.Its been a rollercoaster from college. There have been moments that were tough along the way but it comes down to how stubborn youre willing to be.Jesus Zozaya, Voltera

Myers Briggs ENTP Type and Career

Myers Briggs ENTP Type and CareerMyers Briggs ENTP Type and CareerIm a what? You may have asked that question after finding out youre an ENTP. And why wouldnt you have wondered aloud what those letters mean? They seem to make little sense. However, once you find out what each letter means and how you can use all four together to help make career-related decisions, youll appreciate the insight this information offers.How ENTP Relates to the Myers Briggs Personality TypesENTP is one of 16 personality types identified by psychiatrist Carl Jung. Jung theorized that individuals personality types were made up of four pairs of opposite preferences for the way in which they choose to do certain things. The four pairs areIntroversion I and Extroversion E how one energizesSensing S and Intuition N how one perceives informationThinking T and Feeling F how one makes decisionsJudging J and Perceiving P how one lives his or her lifeBefore moving on to an explanation of what each preference means, here are some important things to keep in mind. First, these are just preferences, and while you may prefer to energize, process information, make decisions or live your life in a certain way, you can do the opposite if a situation requires it. Second, your preferences tend to interact, and each preference in your four-preference type affects the other three. Finally, your preferences may change throughout your life.E, N, T, and P What Each Letter of Your Personality Type Code MeansE Extroversion, or as it is sometimes spelled, extraversion, means that you are motivated by other people. You would be mora successful in an environment that allows you to work with other people, for example on a team, rather than alone. N As someone who prefers to use your intuition when processing information, you rely on more than your five senses. You can look beyond what is physically in front of you and imagine what could be. This puts you in a good position to take advantage of future opportunitie s.T Your preference for thinking means that you use logic rather than emotion to make decisions. You analyze problems and consider their consequences. Only after doing that, will you take action.P As someone who is perceiving, you tend to be flexible. Last minute changes dont bother you. Deadlines, however, do.Using Your Code to Help You Make Career-Related DecisionsYour personality type code can play a role in making career choices. When choosing a career look at the middle two letters, N and T. They are the most relevant for this purpose. Since you like to imagine what could be, a career that lets you pursue new ideas would be good for you.Remember, though, that you like to think things through carefully so pick a career that values that preference. You dont want to pursue a career that involves quick decision-making. It will be stressful for you. Some possible career choices are engineering technician, management consultant, loan officer,? and dentist.When weighing job offers, co nsider the work environment. Since you are energized by others, look for a situation in which you are leid working alone too much. You should also think about your preference for flexibility and consider jobs that arent too structured, particularly those with tight deadlines.SourcesThe Myers-Briggs Foundation Website.Baron, Renee. What Type Am I? NY Penguin BooksPage, Earle C. Looking at Type A Description of the Preferences Reported by the Myers-Briggs Type Indicator. Center for Applications of Psychological Type

T-Mobile VP Sell Your Soft Skills in Interviews

T-Mobile VP Sell Your Soft Skills in InterviewsT-Mobile VP Sell Your Soft Skills in InterviewsShowcasing soft skills like mentorship and collaboration can go a long way in illustrating how you fit into the corporate culture.Hard facts like ROI and profit margins are easy to explain in an interview, but top-tier candidates often need to showcase soft skills like mentorship and collaboration with a pool of A+ talent. Directors or vice presidents might not require formal leadership training, but they need to be able to articulate their on-the-job management skills, according to T-Mobile VP of Human Resources, Laurent Bentitou.Providing more clarity around how theyve developed others is telling, Bentitou said in an interview with Ladders. Candidates need to codify how theyve managed in the past.Bentitous focus on teamwork explains why half of his time is dedicated to training internal leaders. Not only are softer skills like leadership an essential skill for the company, opportunities to lead have become a subject of increasing interest to the senior job seekers Bentitou interviews. Candidates are asking earlier in the process about how much career development and opportunity there is, especially in large, global corporations, he said. Indeed, professional development (or the lack thereof) is the Number One reason people join- and leave- an organization. The job seekers ability to demonstrate their interest in growth can be an advantage, especially in todays market.After all, human resources teams at enterprise-driven companies like T-Mobile are particular about the culture they create for the entire organization. They also believe that hires who are interested in lifelong learning are the ones that shape the work environment for the better.In fact, these soft factors can prompt hard decisions about switching jobs. Right now, trends show qualified staff who are gainfully employed and relatively happy in their jobs arent taking risks. This is particularly true of senior-level professionals, according to Bentitou. Entry-level candidates are more mobile, while senior-level homeowners are worried about the costs of relocation. Wooing securely employed senior candidates often means demonstrating that a move will mean personal and professional growth, not just a paycheck.Without prior knowledge, all candidates have to gauge a potential employers corporate culture on the small clues they pick up when interviewing. Bentitou likes to tell candidates not to be afraid to ask hiring managers direct questions about the culture of the company. Candidates are not spending enough time asking how they will fit into an organization so that they can right-fit themselves, or self-select out.Im not hearing enough about fit or culture, which is even more important at the executive level, Bentitou said. The concern here is often the same as bringing up soft skills everything is subjective. You want to hear that its a place of mutual respect, he continued. T-Mobil e feels entrepreneurial, though its quite large. It lets people perform at their absolute best, and people like to work for a company that likes to win in the market. Right or wrong, the response to the fit question can provide mutual understanding about what is expected.

The Biggest Myth About Free Sign Maker Exposed

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4 Tips That Will Transform Your Approach to Internal Mobility

4 Tips That Will Transform Your Approach to Internal MobilityTalent acquisition is costly, especially when you make bad hires. Zappos CEO, Tony Hsieh, has spoken out on the negative impact bad hires make. He mentioned they cost his company well over $100 million over the course of its existence.How can you avoid making costly talent acquisition mistakes? Look internally.Futuresteps November 2015 survey found that 87 percent of the 1,189 executives surveyed said that having a strong internal mobility program would help with attraction and retention efforts. Internal mobility programs are perfect for encouraging employees to apply for new roles within their organization.This helps because employees want opportunities to learn and grow with you. When you dont offer this, employees start looking for greener pastures. A 2015 LinkedIn report found that 45 percent of the 10,536 people surveyed who changed companies between late 2014 and early 2015 say they left because they were concerned a bout a lack of advancement opportunities. Fifty-nine percent say they started a new job for a stronger career path and mora opportunity. Start an internal mobility strategy that is efficient and effective. This helps retain your top talent and improve your talent acquisition process. We spoke to a couple of hiring experts to get their insights on internal mobility. Here are four simple tips to help you improve your internal mobility strategy1. Start at the BeginningNew hires will be enthusiastic and excited to grow with you, which is why its important to give them a weg to learn about your company from the start. Bring them on in an entry-level role, where they can learn the ins and outs of the business. Use this as an opportunity to assess cultural fit and company alignment and try to determine what path would best suit them.Many people come to us looking for a start in a good company, said Deborah Sweeney, CEO of MyCorporation, a leading provider of online document filing services for clients who wish to form a corporation or limited liability company. We start them in a beginner customer service role, where they can learn the ropes in a business that can be complicated, she said. We want gruppe players and self-starters who fit. Once we find them, we work with our team members to identify roles for growth.Beginner roles allow hires to grow with your company. deborahsweeneyClick To Tweet2. Prepare to Be SurprisedStay open minded and let your new hires surprise you. They may succeed in areas you didnt think they would. As Sweeney points out, communication is vital to a successful internal mobility strategy.We often have a sense of who the employees are when they start, but it definitely evolves over team, as do our team members. she said. Some have held multiple roles some are fit for one particular role, and they never want to move. We listen and we provide feedback. We inquire and we encourage. I think that this is what makes the difference. We are engaged in their development within the company and the employees feel that. I would say that one of the best pieces of advice for improving internal mobility is to engage and discuss the opportunities with employees and get their feedback. For internal mobility to be successful, both the company and the employee have to be on the same page.Internal mobility is only successful ifboth leadership and employees communicate. deborahsweeneyClick To Tweet3. Stay ObjectiveYour talent acquisition process should never involve hiring from the gut. You want to make informed decisions about who you are hiring and why theyre qualified. Rex Conner is the co-founder and lead partner of Mager Consortium, an institution offering human performance improvement services. He emphasizes the importance of staying objective in hiring, even in your internal mobility strategy.Identify the prerequisite skills required to learn and to perform the job, he said. These are not all of the skills that the job requires if y ou are going to train the person. Prerequisite skills are those needed before they receive training, or before performing on the job if the skills will not be trained.You are able to make mora informed decisions when you set criteria. The problem with internal mobility programs today is that too much of the decision is subjective and not enough of the decision is objective, he said. If the decision is based on the person having the prerequisite skills, we get the right person in the position.When your internal talent has these skills, they are likely a strong fit for the role. Stay objective when hiring from within. Establish prerequisite skills for each role.Click To Tweet4. Consider MoraleConsider how your staff will feel when your talent acquisition process brings in external hires. You dont want to hurt morale and cause conflict in the office by making external hires who dont fit in with your culture.I would rather work with employees from within because it boosts morale and giv es internal, committed team members an opportunity, Sweeney said.You make your team happier when you give them more opportunity. The 2016 Employee Job Satisfaction and Engagement report from the Society for Human Resource Management (SHRM) found that 47 percent of employees say career advancement opportunities within the organization are very important to their satisfaction. When you hire from outside, you never know, she said. Weve had some great hires who have evolved and grown within the company. Similarly, we have hired externally for some management roles and it has been a non-fit and the team in our office was upset by it. So, we try to incentivize great performance with the opportunity for growth.Offering top performers growth opportunities boosts retention. deborahsweeneyClick To TweetHow are you improving your internal mobility strategy?