1. Let it happen. Don’t ask someone to be your mentor. The best ones are already taken. They’re buried with requests. So just watch them, take mental notes, follow their examples. And if someone naturally takes a special interest in you, you’ve found gold. Cherish it as a life-changing gift.
2. Focus on integrity. Choose someone to pattern yourself after who has impeccable integrity. Then watch how they manage challenging situations, tough conversations and setbacks.
3. Pick someone who shares your values. Values are a person's “default positions” when no one is watching. They’re usually most evident in how we spend our time, our money and our mental energy. They’re hard to change, so pick someone who naturally overlaps with you.
4. Find a “teacher.” Look for someone who enjoys sharing knowledge and is delighted to impart skills, contacts and expertise – not someone who hoards them as a way to maintain power.
5. Look for a listener. Many people listen only to gather their own thoughts and to prepare their own reactions. Great mentors tend to be people who listen to understand. They ask follow-up questions and they make sure they’ve understood before they react.
6. Seek someone with a network. Networks take a lifetime to build. And if you’ve found a mentor who has adopted your career interests as his or her own, you’ll be introduced to a world of contacts it would otherwise take you years to develop. If you’re given the gift of a warm introduction, don’t blow it – respect the gift. (A consultant once told a mentee of mine that he was in a position to take over from me because he now shared my most-valuable investment contacts. If you’re a mentee, fire this type of consultant!)
7. Find a leader who cares about others. Look for mentors who take joy in the success of others and want them to get ahead. Self-absorbed people never make good mentors (beyond observable narrow skills).
8. Choose an optimist. They tend to get more done, have deeper relationships and be more reliable when the going gets tough. Plus, optimists tend to be cheerleaders – a key trait in finding the perfect mentor. If you find one of these, it’ll remind you of your mom – the one person in the world who believed in you during your darkest moments.
9. Don’t be put off by straight talk. Look for someone who’ll give you feedback. If you buy the idea that feedback is the breakfast of champions, your best mentors will be the people who pull you aside and tell you what you need to hear – even when you don’t want to hear it. (I recall a business coach who pulled me aside after what I thought had been a brilliant performance, to say simply “You talked too much.” That was it! And he was right.)
10. Pick respect over love. Lean toward finding someone to follow whom others admire and respect. Sometimes, these are not the most popular people, but there’s usually a reason for universal admiration and respect. Figure out what it is in your potential mentor and pattern yourself after the quality that generates such respect.

1. Maybe, soon, possibly
   These are hedging words, meaning you’re not taking a direct stand on something. If your boss asks you a direct question, give him or her a direct answer. Managers like employees who are decisive.
2. My bad.
   First of all, what are you, 12? This kind of language says that you know the boss wants you to admit you made a mistake, but you don’t think it was a very big deal. Here’s a hint: If your boss thinks it was a big deal, you should too.
3. That’s not fair.
   Even if a situation isn’t fair, saying so makes you come off sounding like a petulant child. Find a different way to bring up your objection.
4. Everybody and nobody.
   These are generalizing words that get thrown around so much that they don’t mean anything. Does everybody in your industry really do that thing? Be specific rather than making broad generalizations.
5. That’s not my job.
   Another important hint: if your boss asks you to do something, it’s part of your job. Unless it’s something that you actually do not know how to do, it’s better to just suck it up and do it. If you are consistently given tasks that aren’t in the scope of your job description, it may be time to have a conversation with the boss or look for another job.
6. You didn’t do…
   Starting sentences like this with “you” immediately gives off a blaming tone. “You didn’t give me clear instructions,” is much more confrontational than, “I didn’t understand your instructions.” Try starting your statements with “I” instead of “you.” This also works when talking to your boss about your coworkers. Instead of, “Susan didn’t complete the report,” you could say, “I had trouble doing my part because the report was incomplete.”
7. I can’t work with Susan….
   Or Joe, or anyone else on your team. Interpersonal problems are just that: interpersonal. You can ask your boss to help mediate a tough situation, but you don’t want to make it sound like an ultimatum, as in, “If she doesn’t go, I do…”
8. I just booked my plane tickets!
   It’s never a good idea to book a trip without first asking for the time off. It makes you seem entitled. Managers are much more likely to feel good about granting your vacation request if it’s actually couched as a request.
9. I’ll try.
   Saying that you’ll try indicates the possibility of failure. Take Yoda’s advice: “Do, or do not. There is no try.”
10. He’s a jerk, she’s lazy, and other gossip.
    It’s not a good idea to gossip with your boss, even if he or she initiates it. If you say things like this to your boss unprompted, it could be libel and a termination offence. If your boss wants to gossip with you, try answering non-committally and changing the subject.

1. Be generous with praise. Everyone wants it and it’s one of the easiest things to give. Plus, praise from the CEO goes a lot farther than you might think. Praise every improvement that you see your team members make. Once you’re comfortable delivering praise one-on-one to an employee, try praising them in front of others.  
2. Get rid of the managers. Projects without project managers? That doesn’t seem right! Try it. Removing the project lead or supervisor and empowering your staff to work together as a team rather then everyone reporting to one individual can do wonders. Think about it. What’s worse than letting your supervisor down? Letting your team down! Allowing people to work together as a team, on an equal level with their co-workers, will often produce better projects faster. People will come in early, stay late, and devote more of their energy to solving problems.  
3. Make your ideas theirs. People hate being told what to do. Instead of telling people what you want done; ask them in a way that will make them feel like they came up with the idea. “I’d like you to do it this way” turns into “Do you think it’s a good idea if we do it this way?”  
4. Never criticize or correct. No one, and I mean no one, wants to hear that they did something wrong. If you’re looking for a de-motivator, this is it. Try an indirect approach to get people to improve, learn from their mistakes, and fix them. Ask, “Was that the best way to approach the problem? Why not? Have any ideas on what you could have done differently?” Then you’re having a conversation and talking through solutions, not pointing a finger.  
5. Make everyone a leader. Highlight your top performers’ strengths and let them know that because of their excellence, you want them to be the example for others. You’ll set the bar high and they’ll be motivated to live up to their reputation as a leader.  
6. Take an employee to lunch once a week. Surprise them. Don’t make an announcement that you’re establishing a new policy. Literally walk up to one of your employees, and invite them to lunch with you. It’s an easy way to remind them that you notice and appreciate their work.  
7. Give recognition and small rewards. These two things come in many forms: Give a shout out to someone in a company meeting for what she has accomplished. Run contests or internal games and keep track of the results on a whiteboard that everyone can see. Tangible awards that don’t break the bank can work too. Try things like dinner, trophies, spa services, and plaques. 
8. Throw company parties. Doing things as a group can go a long way. Have a company picnic. Organize birthday parties. Hold a happy hour. Don’t just wait until the holidays to do a company activity; organize events throughout the year to remind your staff that you’re all in it together. 
9. Share the rewards—and the pain. When your company does well, celebrate. This is the best time to let everyone know that you’re thankful for their hard work. Go out of your way to show how far you will go when people help your company succeed. If there are disappointments, share those too. If you expect high performance, your team deserves to know where the company stands. Be honest and transparent. 

xml version="1.0" encoding="utf-8"?>
 ToolsVersion="4.0" xmlns="http://schemas.microsoft.com/developer/msbuild/2003">
  
    **Your URL here**

1. *.cs
2. *.cshtml
3. *.config
4. *.asax
5. *.html

• devenv.exe /ResetSettings ( Did not work )
• Reset all settings to default without saving current settings ( Did not work )

Not all readers are leaders, but all leaders are readers.” Harry S. Truman.

When you graduated college you might have struggled on how to fill up a resume with meaningful information but after 3-5 years in the workforce chances are you've done a bunch and are getting tempted about letting your resume grow to 2 or more pages. Let us be the ones to tell you in no uncertain terms, your resume has to be a single page. Only people who have been in the workforce for 20 years and have a truly extraordinary amount of relevant experience potentially have an excuse for a multi-page resume. Remember, you want your resume to highlight the big successes in your career, especially those related to the position you're applying for, not just read as a history of every single thing you have done. For instance, if you’ve been in the industry for a couple years, but you’re still listing the part-time barista job you held your freshman year of college, it's time to drop that off. Cut the fat relentlessly and get it down to a single page, no excuses. You can still reference experiences that are not directly on your resume when you get the interview. We highly recommend you take some time to listen to Career Tools'Resume, 2014 Resume Update and Career Management Document podcasts. If you listen to those few casts you'll know all you'll ever need to know about resumes.

1. The Micromanaging Boss
2. The Workaholic Boss
3. The Backstabber Boss
4. The Selfish Boss
5. The Drama King or Queen
6. The Brown-nosing Boss
7. The Impulsive Boss

1. The Micromanaging Boss

1. Be Professional at all times.
2. Be Ready for anything.
3. Be Proactive and take necessary actions.
4. Be Persistent and not relent.