griebcw1

Do you know how to answer the “What motivates you?” interview question in a truly compelling way?

When a recruiter or hiring manager asks the common “What motivates you?” interview question, it may seem like one of those simple questions that should be easy to answer. However, if you’re not prepared or have never taken the time to consider your own motivations, you may find yourself struggling to come up with a compelling response. Unfortunately, your inability to quickly respond to this simple question could leave the interviewer with doubts about your candidacy.

In this article, we’ll explain why interviewers ask the “What motivates you?” interview question and provide some tips to help you prepare your response. We’ll also include some great example answers that you can customize to ensure that you’re always ready to respond to questions about your motivation.

Read More: https://topresume.com/career-advice/how-to-answer-what-motivates-you-with-examples

What books do the most successful people read?

Not to be rude, but I am not reading a biography about Elon Musk. When I set out to research the books most loved by successful people, I found a lot of lists written by successful white men in business.

As I pored through the lists—some would feature nine books, and some would list over 30—I kept seeing the same books by the same white men. Beyond that, there were so many books about war, power, and the pursuit of massive amounts of money. It all felt so…masculine. 

I’m sure Walter Isaacson’s book about Steve Jobs is incredible, but I’m tired of reading the same story. There’s also a lot of weight regarding the word “successful.” I know that success goes hand in hand with money, power, and more money.

However, I am also disinterested in Jeff Bezos’ favorite books because nothing is relatable about a billionaire’s perception of success. How could I compile a list of books that were inspirational, aspirational, and also relatable? 

Read More: https://www.careercontessa.com/advice/books-successful-people-read/

We all know what it feels like to experience a broken heart, but what does it mean to be heartbroken over your career?

Career heartbreak is more than disappointment with your current job. Satisfaction in a career is deeply rooted in the sense of self and how you identify with your role or with your industry. When people become disillusioned with the careers they have chosen and developed, they may feel that their career heart is broken.

While it might sound like an exaggerated term, this disillusionment is a visceral experience, something you feel in a physically or somatically. Emotions play a big role in this connection of body and mind, and they are entangled throughout the lifespan of our careers.

The Four Stages Of Emotional Career Development

A 2023 study out of the Copenhagen Business School uncovered four distinct emotional stages in the career lifecycle of lawyers on the partner track.

The first stage is one of anticipation and excitement, where early career lawyers have optimism, positive emotions, and high aspirations as they embark on their careers.

Next comes fear and anxiety as they are being considered for promotion to partnership, accompanied by uncertainty and anticipation of potential failure.

Read More: https://www.forbes.com/sites/melissawheeler/2025/06/26/how-to-protect-your-career-heart-from-being-broken/

It’s increasingly common for employers to ask for your salary expectations early in the hiring process, with some hiring managers even asking you to include a salary range in your cover letter or online application form. While there is plenty of advice out there telling you not to give a number until you are further along in the application process, the truth is you might not be able to move forward at all if you don’t. With this in mind, how should you determine what number to give?

On US News and World Report – Careers, career expert Alison Green tackles this issue by highlighting a few tips to keep in mind when an employer asks for your salary expectations at the beginning of the hiring process. Here are three tips that stood out to us:

#1: Do your research

Too many nonprofit professionals think about the salary they need to pay the bills as opposed to a fair market value for the specific role, their experience, and their skillset. While it’s thoughtful to consider an organization’s budget during your job search, it’s also important that you don’t sell yourself short.

Tools like Idealist’s Nonprofit Salary Explorer allow social-impact professionals to explore what real people are earning across the sector. If you want to see what fellow nonprofit staff members in your role are earning at organizations of a different size or located in a different city, simply input your title and years of experience.

Read More: https://www.idealist.org/en/careers/what-are-your-salary-expectations-job-interview

Someone posted on LinkedIn recently that hiring for values contributes to ageism. Since then, I’ve been thinking about this comment and what it means.

First, I’m not naïve. I understand ageism exists. Ageism refers to how we think, feel, and act towards others based on their age. We might be tempted to think of ageism only in terms of older people, but ageism happens to younger people too. An example might be saying “young people don’t want to work”. Honestly, it’s one of the reasons that I try not to get involved in the “generational” conversations. I think conversation like Millennials think this … and Boomers think that … contribute to the age discussion and not in a positive way. 

But back to the original comment about hiring for values contributing to ageism. The word values means “something considered to be important or beneficial”. We know that organizations have values. So do individuals. 

When it comes to organizational values, I found an article on the MIT Sloan Management Review that said they researched almost 700 large U.S. based companies and the top three values listed on their websites were 1) integrity, 2) respect, and 3) innovation. If this information is true, then the LinkedIn comment doesn’t necessarily align. Because that would mean that hiring for integrity, respect, and innovation contributes to ageism. And I’m not sure that integrity, respect, and innovation are exclusive to a particular age group. 

Read More: https://www.hrbartender.com/2025/leadership-and-management/organizational-individual-values-alignment/

The way we work has changed—and with it, the way we think about work-life balance. With more people working from home, AI transforming workflows, and job security top of mind, the line between work and life has never felt more blurred. 

For many people, these shifts have brought more freedom. But they’ve also made it harder to fully unplug. According to the American Psychological Association’s 2024 Work in America survey, one in three workers say they don’t have enough flexibility to maintain balance. Research conducted by The Harris Poll also found that 60% of Americans struggle to disconnect from work during their time off. 

Yet, the Work in America study confirms that job satisfaction remains high. This is proof that with the right support and strategies, it’s possible to achieve a healthy work-life balance, whether you commute to the office, work from home, or find yourself somewhere in between. 

What is work-life balance?

Having a healthy work-life balance means maintaining a harmonious relationship between your work and personal life. It involves consciously managing your time and energy to meet both professional and personal commitments while prioritizing self-care and well-being. 

In an ideal world, this line of thinking goes: after work, we’re able to spend time on things that nourish us as people. This could involve spending time with friends and family or engaging in a hobby.

Continue Reading: https://www.betterup.com/blog/how-to-have-good-work-life-balance

Summertime often brings a sense of excitement and joy for children, filled with long days, outdoor activities, and the freedom from school routines. However, for parents juggling work and family responsibilities, this season can also pose unique challenges. Finding the right balance between professional duties and quality family time is crucial for the well-being of both parents and children. Here are some tips to help you navigate this balancing act effectively and why it’s important to prioritize it.

Why Balancing Work and Family Time Matters

1. Strengthening Family Bonds:

Spending quality time together helps build strong family relationships. Engaging in summer activities and sharing experiences creates lasting memories and fosters a sense of unity and support within the family.

2. Reducing Stress:

Balancing work and family responsibilities can significantly reduce stress for both parents and children. It allows parents to be fully present in their children’s lives, which can alleviate feelings of guilt and anxiety often associated with work-life imbalance.

3. Enhancing Children’s Development:

Children thrive when they receive attention and engagement from their parents. Spending time together supports their emotional, social, and cognitive development, providing a foundation for their future well-being.

Continue Reading: https://brightpathkids.com/family-blog/summer-work-life-balance#:~:text=Create%20a%20Schedule%3A,what%20to%20anticipate%20each%20day

Could the latest jobs report be a breath of fresh air for job seekers?

U.S. employers posted 7.8 million job openings in May, up from 7.4 million in April, according to the Bureau of Labor Statistics. That’s the highest since November 2024, when hiring increased following the presidential election.

Gains in job openings were driven by two main sectors: accommodation and food services and finance and insurance, which added 314,000 and 91,000 postings respectively. Seasonal hiring likely boosted hospitality listings, with finance benefitting from a potential easing of federal regulations.

Read More: https://www.forbes.com/sites/mariagraciasantillanalinares/2025/07/01/a-welcome-surprise-for-the-us-job-market/

Many of us dream of escaping the confines of the physical office and instead making the road our office while we travel the world, discover new cultures and meet new people — a concept that’s been around for years, and a lifestyle that’s favored by some 17.3 million Americans.

In this guide, we’ll show you how you can do the same. We’ll explore the pros and cons of a digital nomad lifestyle, the legal and financial considerations you should keep in mind, and practical tips for working remotely while traveling to different parts of the world.

What is a digital nomad?

A digital nomad is a professional (usually — but not always — in tech-based and creative roles) who travels the world while working remotely, as opposed to “traditional” on-site workers who are based in a fixed business location. They may be employed by a company, but they’re more commonly self-employed.

No two digital nomads are the same. Some travel constantly, while others only occasionally (for a few months of the year, for example). Meanwhile, “classic” digital nomads tend to hop from one destination to another, while “slowmads” spend a few weeks or months in each location before moving to the next.

Continue Reading: https://www.careeraddict.com/work-remote-travel-tips

More than 60% percent of American workers experience burnout, according to research by Moodle. Summer is a prime time to reset by taking advantage of vacation days, long weekends, flex days and summer Fridays. But to truly get the most out of this time, it helps to plan ahead so recharging can happen with intent. This is especially important for women and professionals of color, groups that are disproportionately impacted by the effects of burnout due to systemic stressors, including persistent pay disparities and the reduction in lifetime earnings and retirement income due to unpaid caregiving.

“We’re often navigating more than just our job descriptions,” says burnout coach and workplace well-being strategist Ashley Burton-Mims, founder and CEO of Emerald & Rose Consulting in Detroit. In addition to identifying as a Black entrepreneur, Burton-Mims is a working mom who can relate to the overlapping demands that contribute to burnout for women of color, including the emotional tax of microaggressions and feeling pressure to outperform in order to belong. “This constant state of hypervigilance and overfunctioning fast-tracks us to burnout,” she says, speaking from experience. After years of pushing through in her corporate retail position and ignoring red flags that she needed to slow down, Burton-Mims says her body shut down to the point that she couldn’t walk. “If you don’t make time to rest, your body will force you to,” she says.

Read More: https://www.forbes.com/sites/gabriellegayagoygonzalez/2025/06/30/how-to-banish-burnout-with-intention-this-summer/