Archive for November, 2011

ON DEMAND - How to Become a Grant Consultant



Purchase Here if you are a Job Seeker

Purchase Here if you are an Employer

Title: How to Become a Grant Consultant
Presenter: Betsy Baker
Duration: 90 minutes
Price: $79.99


Summary: When you can work for yourself, help spread good in the community you serve and make money while doing both, don’t you agree that’s a great way to live every day?

Join Betsy Baker, President of YourGrantAuthority.com, as she shares her strategy of how she developed a thriving grant consulting career now in its tenth year!

In this webinar, you’ll learn how to:
  • Plan an exit strategy from your current job into your own career
  • Avoid career-ending mistakes that many new consultants make
  • Take advantage of free resources that jump-start your client base
  • Secure long-term contracts that take the fear out of “month to month” income streams

PLUS, Betsy will be answering your toughest questions in exactly how to get started. No rock will be left unturned.

Betsy will also share:
  • Becoming a profitable grant consultant without a strong grant funding track record
  • Creating multiple streams of income – if one dips, others take over
  • A practical guide for business success
  • Setting fees
  • Online and offline strategies to catapult your new consulting business


Does her formula work? Here are just a few comments about Betsy’s instruction:

A great value for the money, well worth the investment and a MUST DO if you’re thinking about becoming a grant consultant. A+++! Renee R.

Betsy shares a lot of information in a short period of time, all nuggets and no fluff. Sandy R.

Awesome! Betsy was very knowledgeable.

I have not come across another program that shares the insider secrets that Betsy so graciously provides. Tracy S.

Great presentation!


Price includes a copy of Betsy Baker’s ebook – GrantWorks* GrantWorks will help you:
  1. Make a smooth transition from a full-time employee to a working consultant
  2. With the logistics of building your business from the ground-up including workspace and office essentials, legal and tax considerations and how to find profitable jobs
  3. Create methods to earn money in addition to writing grants
  4. Set fees and win long-term contracts guaranteeing you consistent income

*You will receive your electronic book GrantWorks within 5 days of webinar purchase.



Purchase Here if you are a Job Seeker

Purchase Here if you are an Employer



Faculty bio:
Betsy Baker president of The Grant Authority. As president, Betsy is considered a grant writing expert with nearly 20 years of nonprofit fundraising experience. Betsy has successfully raised millions of dollars from funders over the course of her career as a nonprofit professional and grant writing consultant. Betsy has a passion for working with small nonprofits and is dedicated to helping them achieve success in writing winning grant proposals.













Visible Tattoos and Other Corporate No-Nos



Source: Yahoo! Finance

Corporate dress code policies have swung to the extreme in recent years. Companies either maintain no guidelines at all or establish such rigid policies that they almost appear to be elaborate pranks. American Apparel’s infamous corporate policy, for instance, forbids shiny lip-gloss, bangs, and notes that “blow-drying hair excessively could cause heat damage.” Similarly, financial bank UBS dictates women “may wear no more than seven jewels” and “scarves are compulsory, and must be tied with ‘authorized knots.’”

And then there’s the issue of tattoos and piercings. For the past few decades, it’s likely that coffeehouse baristas and graphic designers would be adorned with tattoos or piercings, but now, it’s just as likely that the kindergarten teacher, bank manager, or real estate agent is sporting ink or a nose ring. Nearly half of 26-40-year-olds (40%) and 36% of 18-25-year-olds have tattoos, and 22% of 26-40-year-olds and 30% of 18-25-year-olds have at least one body piercing, according to the Pew Research Center.

There are differences in opinions of men versus women having tattoos. Men are allowed to be a little rebellious and punk rock (both men and women have some admiration for a “bad boy”), where as, women, not so much. While societal norms are shifting, it’s happening slowly. Women can be wild in private but should still be ladylike in public, and visible tattoos make that impossible in some people’s eyes.

Despite the widespread prevalence of workers with these adornments, there’s no consensus among employers on how to address them. “I think it depends on the location of the tattoo and how easily it can be covered up. Girls with neck tattoos can just wear their hair down,” says Ellan Tong of media agency 26 Dot Two.

Most corporations and small businesses have no formal policies towards tattoos or piercings. Among those with guidelines: Geico Insurance, U.S. Postal Service, Starwood Hotels and Denny’s won’t hire those with visible tattoos. Allstate Insurance, Bank of America, and the ad agency Wieden-Kennedy have no reservations about hiring those with tattoos or piercings.

Yet most HR managers also concede that all things being equal, they will hire the more clean-cut employee. In fact, piercings (37%) are the top physical attribute that may limit an employee’s career potential, according to CareerBuilder.com, followed by bad breath (34%) and visible tattoos (31%). For those — especially women — entering the workforce, any thought that their careers may be hindered by a butterfly tattoo seems laughable. Today’s young professionals view these enhancements as an accessory or extension of their personalities. “How many really great potential employees are these companies losing out on simply because they don’t project the image that these companies want?” asks BlogHer’s Elisa Camahort Page.

At the same time, young employees also realize that in today’s precarious job market, they don’t want to give an employer any reason to reject them, As one HR director says, “You won’t get fired for having a visible tattoo, but it likely means you won’t get hired.”

Top Personal Reasons You’re Not Getting That Promotion

Top personal attributes that make employees less likely to receive a promotion, according to hiring managers:

  • Piercings: 37%
  • Bad Breath: 34%
  • Visible Tattoo: 31%
  • Wrinkled Clothes: 31%
  • Messy Hair: 29%


Why Digital Talent Doesn’t Want To Work At Your Company


By: Aaron Shapiro - Fast Company


Some digital companies are hiring–and in fact are in hot competition for certain types of employees. But you don’t have to be Google to attract top-tier talent.

Why doesn’t digital talent want to work at your company? It’s not because you’re a consumer packaged goods company, rather than Google. It’s not because you’re in Ohio instead of Silicon Valley. It’s not because your salaries are too low, or because you don’t offer free food and laundry services.

It’s because you’re not providing them the right opportunity. The talent you want would be happy to work in an un-air-conditioned garage in New Mexico if it meant the chance to change the world.

This, the opportunity to do great things, to make a real difference, is what drives most digital talent–whether they’re developers, designers, producers, marketers or business folks.

Most companies don’t offer this, so they skip your company and work somewhere that’s more innovative and exciting. End of story. But the good news is that you can offer them something exciting and great. The promise of changing a giant, behind-the-times organization into an Internet-savvy business is an incredibly exciting challenge and a big way for ambitious people to make an impact.

But it takes more than lip service to make the sale. Job candidates and new hires with digital chops must truly believe in the company’s dedication to digital transformation and they must see that they are empowered to make this change. Trouble is, many big businesses aren’t structured to deliver on this type of opportunity. The attributes of a soul-crushing, Sisyphean, anti-digital workplace run deep.

Digital talent won’t want to work at your company if:

  • Every element of their work will be pored over by multiple layers of bureaucracy. Even if that’s how the rest of the company operates, it can’t spill into the digital department. In a technology environment, new products and businesses spring up daily and a new endeavor can go from conception to launch in a matter of months. Reining in the momentum will be read as inaction and a clear signal the company isn’t willing to grasp the new way of the world.
  • Mediocre is good enough. While clocking out at 5 p.m. is attractive to some, it will discourage digital talent. They want to be expected to do something great. They want to be pushed. They care about their work. Their leadership, and those they rely on to get things done, must match their appetite for success.
  • Trial and error is condemned. The freedom to try out new ideas allows employees to take initiative, make decisions, and learn from their mistakes. It also demonstrates an attractive and inspiring entrepreneurial spirit.
  • Your company is structured so it takes a lifetime to get to the top, and as such there are no digital experts in company-wide leadership positions. Digital talent–often in their 20s and 30s–need to see a clear path for uninhibited career development that’s based on merit, not years spent, and that’s beyond the confines of the digital department. If they don’t, they won’t see a reason to stay with the company in the long term.
  • Your offices are cold, impersonal and downright stodgy. It may sound like it conflicts with the “you don’t need to be in Silicon Valley point,” but appreciate the nuance. A traditional office layout is designed to communicate power among certain individuals and barriers between departments. This does not support the collaborative ethos which is intrinsic to the web. Companies should do everything possible to provide the digital team friendlier, open office space. A location in a hip, young neighborhood (which surely exists in every mid- to large-sized city) is also a big plus.


When all of these digital-talent deterring points are addressed, company leadership has effectively and proactively demonstrated the company’s dedication to a digital transformation. It is at this time that their words, a broadly communicated firm stance on the significance of the company’s digital goals, will make the most impact. Without this conspicuous top-down support, politics in the organization or simply one influential disbeliever can hinder the effort, limit the extent of digital integration possible, and discourage valuable employees.

You need them more than they need you. Demand for their services is so high, they can afford to be finicky. If they don’t like where they’re working, another firm with a more attractive culture and more grand opportunity will quickly swipe them up. That could be your company. But it could just as easily be someone else.

« Prev