Fitness For Work Checklist: Fill & Download for Free

When I worked full-time in the corporate world I frequented Kohl's. I never did like their coupon system — “I’m standing right here in your store at the checkout line — don’t give me a great coupon for ‘next time.’”But, I would stop there after work and load up on basics for work, mostly in black. Trying to solve the problem of having an overflowing closet but nothing to wear. During that time period, I would find bags from Kohl’s in my trunk and not remember what was in them. I’d never brought them in the house.Then I found Dressing Your Truth. And the book, Fast Fashion: The Shockingly High Price of Cheap Fashion. And middle-age women bloggers who were doing 30/30 challenges, and photographing what they wore day by day with reflections on why some pieces were better, etc. For example, skinny leg pants are a must when there is snow or rain on the ground. Easy to do. Why had I never noticed this? Short-sleeve or sleeveless tops are great in the winter because they don’t bunch up awkwardly under cardigans and sweaters. Why had I never figured this out on my own?I found out what my body type was and wrote myself little notecards of what I liked and what I knew I didn’t like in color, texture, stretch, fit, etc. And I learned to shop with purpose. I would go through my checklist before exiting my car….followed by my second checklist - was I shopping because I felt hungry?, angry? depressed? lonely? Then I would drive away from the parking lot and resolve the real problem by getting something to eat or calling a friend.I donated and resold everything black in my wardrobe and started shopping second hand for pieces that fit that I loved. Never went back to Kohls.

Companies hire people to get a job done. As a candidate, you aren’t the right person to decide what that job is and how to do it. The company is defining the job. The company is paying the wage. It seems fair for them to decide what they want done and how they want it done.Being able to do a job can’t generally be reduced to a checklist and a set of skills: if it was, interviews wouldn’t be needed. Other harder to measure attributes of a successful candidate include the ability to work as part of an organization, to contribute to that organization’s goals, to represent that organization in a positive light in their intra- and inter-work interactions, and so on.Suppose I need a programmer who will get a certain set of tasks done. If the programmer won’t do those tasks the way I and the company need it done, It’s a problem. If the programmer can’t collaborate well with others and makes them less satisfied in their work, it’s a problem. If they aren’t dedicated to their work and willing to do a great job, at the places I’ve worked it’s a problem.Culture is a way of saying “a good fit for the company’s way of doing business.” That seems like a very reasonable requirement to me.To answer your other question - you will find a job when you’re a demonstrably good fit for the company as well as having the right skills for the job. This will mean either they don’t care about personality and their culture, or they feel you’re a good match for their culture. You’ll be a lot better off and happier if it’s the latter.

There are a lot of tools you can use for scheduling, but not all of them will be a great fit for agencies. In environments where there are a lot of people working on even one piece of content, having the RIGHT tool is extremely important. It should handle not only scheduling, but also support collaboration in your team. I chose Kontentino as our social media management tool and it really helps us manage 40+ social media profiles on a daily basis.We can:Schedule social media postsGenerate reportsTake care of analyticsSet up some post requirement checklists for our internsCollaborate with our clients (they can approve or send our posts for rework)Gather inspiration in calendarsThey have a long, free trial so you may want to give them a go without any consequences ;)