The Art and Science of Networking

There is an art and science to networking. When first hearing this term, many people believe this to mean using personal connections to land elite job opportunities, by asking for favors, and even imposing on people for their resources.

Because of this, some see networking as uncomfortable, or even pushy. However, when done right, it can not only be mutually beneficial to both parties but can also be a way to exchange fresh ideas and open people to opportunities they had not before considered.

To its core, what networking comes down to is communication. Anyone you interact with can become a part of your network, your neighbor, doctor, or mailman. Whether they are in your industry, the people you communicate with within daily life can be the people who open you to new opportunities and ideas.

The Science Behind Networking

Not only is networking a good way to expand on opportunities, but research has also proven that networking is the Number 1 way to get a job in this day and age. Yale University, as well as the Bureau of Labor,state that around 70% of jobs are obtained through networking, which places it well beyond any secondary method.

Mark Granovetter, a well-known Stanford professor, confirms this, as he estimates networking as 7.5 times as effective as the next best source of jobs. From this, you can conclude that personal connection, communication, and recommendation can go a long way.

An applicant that applies online with no connection has a drastically lower chance of obtaining a position than someone who may have a stronger network. Networking allows you to stand out in a pool of applicants and increases your visibility. The days of cold calls are ending, as networking is becoming a necessity for success.

Aside from the overwhelming research and statistics that prove how it can impact the hiring process, networking can also have many additional benefits. As stated earlier, if done right, networking can be mutually beneficial. One way to make sure that networking is done right is by asking your connections for advice and names, instead of asking for a job.

This shifts the tone from favor to a conversation. This (very brief) conversation is where you can express your goals and competencies as well as where you see yourself going forward. Most people will look to help for altruistic reasons but will also realize that lifting others into successful roles might lead to them being able to return the favor in the long term.

Remote networking via Zoom

The Mechanics Of Networking During Career Coaching

Let’s look at the mechanics of a networking meeting during career coaching. The first step is to request a meeting. Your request by emailing can be as simple as this.

“I hope this email finds you well. I was wondering if you would be willing to meet with me for a quick Zoom meeting, say 15-20 minutes? I am currently exploring new career options and would be honored to get your advice on the job market as well as on my strategy. Please let me know when a good day/time for you might be“.

Remember, you are exploring career options, NOT looking for a job. And, you are seeking advices, NOT help. The correct language in your email is critical for getting a favorable response.

A networking meeting cannot be done by phone for a host of reasons. Primarily, you will not have their attention. It must be in person or, at least, a Zoom call.

After you kick off the meeting by thanking them for a few minutes of their time, you need to articulate your value proposition, which includes what you have been doing and what your goals are going forward. This is a 1-3-minute prologue. After all, this is what you are seeking advice on.

After a few minutes of conversation and clarification, you thank them and ask if they might know of a couple of people you could speak with to continue your networking efforts. It is important that when you are asking for names, mention that you are looking to speak with people who are “well-connected” but not necessarily in your industry.

A strong network can make all the difference in career and goals. Not only can a network be there to support you through the hiring process but may also offer advice for all stages of a job search. This includes advice on how to interview correctly, cover letters, the best websites to check, and so forth.

Networking is a highly effective strategy

Conclusion

Your network can also give you advice about what to expect in your specific career, from an insider’s perspective. There may be aspects in your industry that without experience, you wouldn’t otherwise know about.

With an insider’s knowledge, you can better prepare for the expectations of the position. Networking has been a part of our culture for generations, people helping people, using communication and connection to lift each other.

We communicate with a substantial variety of people every day and create connections both large and small. These connections keep the world functioning and keep our minds open to a variety of opportunities. Remember, there is an art and science to networking effectively!

To further expand your career options with the help of a seasoned career coach, you can reach Thomas Wharton, president of LIFOCUS CAREER SERVICES firm in Rhode Island. You can reach Tom at 401.835.1967 • tom@lifocus.com. • www.careerdoctor.com •@careercoachTW

https://bit.ly/3zrHPOx

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Here are the top ten most common interview questions and how to answer them.

1. ‘Tell me about yourself’
Give a concise answer that focuses on who you are, your key skills, strengths and motivations, and tailor your answers to the role. If you’re unsure of how to structure your reply you can use the present-past-future technique, describing your current situation, what you’ve done before and what your goals are (and how this role fits in with them). Be sure to dove-tail your response by relating yourself and expressing an interest in the job! There are 100’s of ways to express interest.

2. ‘What are your top strengths?’
This one can be tricky to answer on the spot if you haven’t given any thought to it, so really sit down and think about the top strengths you have that are valuable to the role. Return to the job description to tease out the attributes they are looking for and use examples to illustrate your strengths as this will give them more force and credibility. Again, as with every answer, express an interest!

3. ‘What would you say is your greatest weakness?’
Stick to skills that aren’t essential to the role and be careful about being too honest. A good technique is to put a positive spin on your answer by identifying a weakness that you’ve worked to overcome.

4. ‘Why are you interested in working for [company name]?’
This question gives the interviewer a chance to gauge your knowledge of the company, so make sure you do your research beforehand so you can give specific examples of what attracted you to the business. Let the interviewed know you are interested in the job!

5. ‘Where do you see yourself in X years?’
Employers are looking for employees who are driven, ambitious and passionate about contributing to the company. Be able to show that you’ve done some career planning and have thought about how you would like to evolve within the company both in the short and long-term.

6. ‘What do you think your main responsibilities will be?’
It’s crucial that you have a thorough understanding of the role so carefully read the job description to get a sense of your day-to-day tasks, key responsibilities and the skills and behaviours you will need to succeed.

7. ‘Can you give an example of a difficult work situation and how you resolved it?’
This is a behavioural question, you should expect them. The interviewer is trying to get a sense of your problem-solving skills and how you perform under pressure, as well as gauging what you consider ‘difficult’. So pick a tough situation that wasn’t caused by you, briefly explain the context and how you handled it – drawing attention to the specific skills and attitude you displayed. Then relate your skills to the role. Do not forget to express an interest in the job.

8. ‘How would you describe yourself?’
The interviewer is trying to get a sense of how well you know yourself while also trying to get to know you better; your personality, interests and ambitions. In your answer, try to connect your interests back to the role as much as you can. Perhaps even ask your friends, family or anybody who’s worked with you how they would describe you.

9. ‘Why should we hire you?’
This is your chance to convince the interviewer that you’re the right fit for the company so hone in on the relevant skills and experience you have and how your outlook and values match those of the company. The interviewer is looking for confidence, enthusiasm and a positive approach!

10. ‘Do you have any questions for us?’
You MUST have a few questions prepared to ask the interviewer. Not asking any questions could be interpreted as your having a lack of interest or enthusiasm for the role. Don’t ask anything you could’ve easily found out online but instead focus on the specifics of the role or how the company operates. 

Here are several questions you may want to ask:

• Why is the position open?
• Who would I report to?
• How will my performance be measured?
• How often are performance reviews?
• Can you provide a written job description?
• What are the skills and competencies you would like to see
  in an ideal candidate?
• How would you describe the culture here?
• Can you describe the on-boarding process?
• Will I have an opportunity to view my working environment?
• Will I have an opportunity to meet my team members?
• Is there a training period?
• What is the company’s position on mentoring?
• What is the single largest problem facing your staff?
• What have you enjoyed most about working here?
• What constitutes success in this position?
• Can you describe a typical day in this job?
• Do you have any hesitations about my qualifications?
• Do you offer continuing education/training?
• Can you tell me about the team(s) I’ll be working with?
• What can you tell me about any new products or services?
• Do you plan on any mergers or acquisitions?
• Are you planning on conducting 2nd interviews?
• When would you expect to have the new hire in place?
• What is the next step in the process?

When you have concluded asking your questions, always relate yourself to the position and express an interest by saying something like “I feel confident that my background, skills and competencies will have a meaningful impact on the team here at XYZ company and I’d like you to know that I’m very interested in the position.

Thank you for taking the time to meet with me and I look forward to the next step in the process.

While you may not know the exact questions you will be asked at interview, it’s safe to assume that the interviewer will want to know more about a few key topics: you, your understanding of the role and knowledge of the company. So, conduct your research, do some self-reflection and practice your answers to the questions above. With those basics sorted, you can head into the interview feeling confident and prepared.

Thomas Wharton is President of LIFOCUS CAREER SERVICES an Executive Coaching and Career Coaching firm in Rhode Island, providing Career & Transition Coaching, Outplacement, Executive Coaching, and Assessments. Tom can be reached at 401.884.7959 or 401.835.1967 • tom@lifocus.com • www.lifocus.com •@careercoachTW

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Consider these statistics:

• LinkedIn is the #1 candidate sourcing tool used by recruiters.
• 96% of recruiters use LinkedIn to source candidates for open positions.
• Most adults change jobs every 2 to 3 years on average for a total of 8 to 10 job changes throughout their working lives.

If frequent job changes are a fact of life (and they are), and if recruiters and hiring executives are hanging out on LinkedIn in droves (and they are), then doesn’t it make sense for you to do the same, whether you’re employed or not and actively job searching or not? It most certainly does.

In fact, I recommend that unemployed job seekers spend 3-4 hours per week on LinkedIn. For those who are in active search while employed, 1.5-3 hours per week will do. And for those who are employed but not seeking work, 1.5-3 hours per month will be sufficient for proactive career management.

The bottom line is that as a professional you need LinkedIn for job search support or career management regardless of your employment status. Here are seven reasons why you need a LinkedIn routine – whether you’re employed or not:

1. LinkedIn Changes Frequently

LinkedIn management is fond of making frequent, unannounced changes to the social media giant’s system, look, and features. If you don’t want to be left out of the loop or to appear not to care, you need to stay active on LinkedIn to keep your profile looking current and relevant. Keep in mind that, as a result, the strategies that work today on LinkedIn won’t necessarily work tomorrow. Therefore, it’s important for you to stay abreast of LinkedIn changes.

2. Not Updating Your Profile Regularly Can Hurt Your Searchability

LinkedIn profiles that aren’t updated frequently slide in search rankings. The technology that runs LinkedIn is a massive database, and databases have a built-in preference for fresh data. If 2 people have identical backgrounds, work histories, academic credentials, and keywords in their profile, LinkedIn will rank the one with a more recent update higher. To keep your profile ranking high, leverage regular status or profile updates – once a week if you are in active search or once a month if you are in career management mode.

3. Status Updates Keep Your Candidacy And/Or Career Brand Front-Of-Mind

Found on your profile’s Home page, the status update feature allows you to share your career brand with your network without sending them a formal message. It also shares your update with the entire LinkedIn membership. By designing short updates or using this feature to comment on articles or blog posts, you can create buzz about your candidacy or shape recruiter perceptions long before you start looking for your next opportunity.

4. Keywords Are Constantly Changing And Evolving

Just because you load your LinkedIn profile with keywords once doesn’t mean you never have to do so again – quite the contrary is true. Keyword trends change over time and new words, methodologies, certifications, and phrases are constantly emerging. Whether you’re employed or not, it’s inherently wise to monitor keyword shifts in your industry and replace or update those used in your profile on an ongoing basis. Make sure, for example, that you use the full complement of 50 skills LinkedIn allows you in their Skills & Expertise section.

5. Fresh LinkedIn Content Boosts Your Google Ranking

A keyword-rich profile will elevate your standing with Google. Why does that matter? Because LinkedIn limits search results based on the size of the searcher’s network. Conducting a LinkedIn search via Google (known as X-raying into LinkedIn) produces more results, which in turn means that getting noticed by Google can help enhance your access to career opportunities.

6. Participating In LinkedIn Groups Will Help Your Brand Stand Out

Groups are one of the most powerful LinkedIn features; gaining visibility in key groups helps you gain visibility for your career. Since groups evolve over time, staying on top of your group memberships requires a little weekly homework to read post digests, catch up on discussions, and identify ways to help your brand stand out.

7. Proactively Managing Your Network/Profile Is Good Branding

Proactive management of your network, invitations, endorsements, and testimonials make you look good. Taking weeks to months to respond to messages, invites, and testimonial requests or failing to reciprocate endorsements when appropriate are the actions of a career isolationist. Staying on top of these activities, on the other hand, makes you appear to be on the ball, synced in to what matters, and investing energy in your career. Which sends the better message to prospective employers?

LinkedIn is a powerful recession-proofing strategy when used wisely. Why not invest in periodic “maintenance” to fine-tune your online presence? A great LinkedIn weekly routine includes so much more than accepting your most recent connection invites:

• Create a status update.
• Review your profile’s keywords and add or upgrade as needed.
• Accept relevant invitations to connect with a personalized message.
• Review your group memberships and stay involved in those that offer you the most relevant benefits.
• Review weekly group discussions and look for 1-2 to which you can offer advice, insight, or comments.
• Reciprocate endorsements when appropriate and relevant to do so.
• Thank those who endorse you with a personalized message.
• Solicit testimonials on an ongoing basis; don’t wait until you need them.
• Review the automated updates LinkedIn sends you about your network. Send personalized congratulatory messages to connections reporting happy news.
• Source new recruiters, hiring executives, and influential contacts to connect with and follow.
• Source new companies to follow and leverage your network to build inroads to hiring executives.
• Manage relationships with key connections by periodically offering valuable resources or information without waiting to be asked.

By investing mere minutes a day in your managing your career, LinkedIn can help you build bridges to prospective opportunities long before you need them. By investing a few hours a day on LinkedIn during an active job search, you can transform your online connections into “Brand You” advocates. What have you got to lose?

Thomas Wharton is President of LIFOCUS CAREER SERVICES an Executive Coaching and Career Coaching firm in Rhode Island, providing Career & Transition Coaching, Outplacement, Executive Coaching, and Assessments. Tom can be reached at 401.884.7959 • tom@lifocus.com. • www.lifocus.com •@careercoachTW

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As in previous surveys, OI Global Partners set out to understand;
• Which skills employees must have to be competitive today
• The most significant people challenges currently facing organizations
• The most effective ways to develop talent in 2020

We expanded the question set to include, for the first time;
• The impact new technology is expected to have on jobs
• The use of structured talent management systems by organizations
• The prevalence of employer brand strategies and reasons
for implementing them

Organizations of all sizes are represented, with half reporting
more than 500 employees. Likewise, answers come from every
one of 16 major industry groups, with the heaviest response from
Financial Services; Business Support & Logistics; Technology,
Telecom, Internet & Electronics; and Manufacturing. Three
quarters of respondents are from Human Resources or General
Management functions and geographically, survey participants
are skewed towards Europe.

See the results here

Thomas Wharton is President of LIFOCUS CAREER SERVICES an Executive Coaching and Career Coaching firm in Rhode Island, providing Career & Transition Coaching, Outplacement, Executive Coaching, and Assessments. Tom can be reached at 401.884.7959 • twharton@oiglobalpartners.com. • www.lifocus.com •@careercoachTW

The post Results from Future of Work Survey 2020 first appeared on Lifocus Career Services.

The post Results from Future of Work Survey 2020 appeared first on Lifocus Career Services.

For more information, contact:

Thomas Wharton

twharton@oiglobalpartners.com

401.884.7959

OI Global Partners / Lifocus Career Services

Releases Fourth Annual “Future of Work” Survey Results

(October 14, 2019)  OI Global Partners, a leading human resources consulting firm that provides career transition, executive coaching, leadership consulting and recruitment services, has released the results of a proprietary survey of global leaders. Talent managers in 25 countries where OIGP does business are represented. Organizations of all sizes weighed in, with half reporting more than 500 employees. Answers come from every one of 16 major industry groups, with heaviest response from Financial Services; Business Support & Logistics; Technology, Telecom, Internet & Electronics; and Manufacturing.

The goals of the survey were to understand the following:

1. the skills employees must have to be competitive today;
2. the most significant people challenges currently facing organizations;
3. the most effective ways to develop talent;
4. the impact new technology is expected to have on jobs;
5. the use of structured talent management systems; and
6. the prevalence of employer brand strategies and reasons for implementing them.

“Thanks to our clients across the globe for participating in this annual effort to gain insight into the future of work,” said Patrick Lynch, Chair of OI Partners. “Once again, the results are fascinating. In every part of the world, organizations share common challenges and risks and they have found a variety of solutions to manage the evolving work landscape.”

Among the key findings of the survey, respondents indicated that collaboration has eclipsed leadership agility as the skill they most value in employees.

Talent managers say that adapting to change is the biggest people challenge their organization’s face, followed by attracting and hiring new talent. Retaining key talent is third on the list. “OIGP’s recruitment and staffing sectors are busy in most of our markets,” noted Mr. Lynch, “consistent with these survey results.”

“The same five people challenges have occupied the attention of organizations each year we have conducted this survey; they have just traded places,” commented Mr. Lynch.

“These survey results underscore the observation that what we do is in high demand,” Mr. Lynch continued. “Whether you need assistance to bring new talent on board, coach them to improve performance and retention, or transition employees out of your organization, our HR consulting services will extend and enhance your brand.”

The full set of survey results can be downloaded here.

About OI Global Partners
OI Global Partners is a leading human resources consulting firm that helps organizations manage their talent and individuals manage their careers. We are local experts with global perspective. More than 1,000 consultants strong with 225 offices in 28 countries, our reach assures customers a broad suite of talent management services and a deep base of experienced consultants. For more information, please visit www.oiglobalpartners.com or contact S. Thomas Wharton at twharton@oiglobalpartners.com or 401.884.7959.

Thank you,

Thomas Wharton, CMF

Career Coach | Executive Coach

President, Lifocus Career Services

Managing Partner/Board Member, OI Global Partners

3970 Post Road, Suite 1 –  Warwick, RI   02886.

O 401.884.7959 • F 401.886.4243  • C 401.835.1967

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For modern professionals, a LinkedIn profile is almost as essential to have as the more traditional CV or resume. It’s a way to be noticed, a way to connect and a way to showcase skills and experience to a large audience; in fact, it exceeds the CV in the number of functionalities and possibilities connected to it.

While you might want to pat yourself on the back for having a LinkedIn profile right about now, it should be emphasized that simply ‘being there’ is not enough. Profiles that have carelessly been put together are just as bad – or perhaps worse – than non-existent ones.

Being aware of the pitfalls is the first step in building a positive presence on LinkedIn. Here are 5 ways in which you could be sabotaging your profile:

1. You haven’t included a (proper) profile picture
A page without a profile picture screams ‘unfinished’ and will scare off recruiters almost immediately. Similarly, a picture that might be considered unclear or inappropriate in any way – party pics, bathroom mirror selfies and group photos to name a few – is not going to send the right message either. Aim to keep things simple and professional: a picture that accurately and clearly depicts you without a distracting background will do.

2. You’ve ignored the headline
Your headline gives you the chance to draw recruiters in with a short description of who you are and what you do. Without anything to entice them, recruiters are less likely to visit your profile. Make sure you show them what you have to offer from the get-go by including a catchy, original headline that encapsulates who you are in a few choice words. Rather than the default, current position, change to keywords or phrases which represent potential job titles.

3. Your profile is not up-to-date
Whether you created your LinkedIn profile 5 years ago and have abandoned it since or have just created an account but ‘haven’t got round to finishing it yet’, a profile that holds outdated and inaccurate information can make you look untrustworthy and unproductive. Update your page regularly to ensure your profile gets the engagement it needs and to attract the right connections.

4. You’ve lied about your experience
Lying about your credentials is never a good idea, especially now that any savvy fact-checker can find out more than you might think just by conducting a simple Google search. Just remember, the information you put on the internet is for the whole world to see, and by lying on LinkedIn you’re risking your reputation for years to come. Err on the side of caution and make sure everything you’re putting out there is legitimate.

5. You haven’t added a robust summary
Time-crunched recruiters might not want to scroll through your entire profile to check your suitability for a role, which is why it’s important to include an engaging summary at the top of your page to catch their attention. Be informative but concise, highlighting relevant skills and experience. If they like what they see, they’re likely to continue reading the rest of your profile. Without it, you risk losing them immediately.

Keeping your LinkedIn page up-to-date will only take a small amount of time and effort when done regularly. With your profile ready to go, it’s important that you continue to engage with your network, posting updates, sharing links and joining in group discussions – it is a social media platform after all!

Thomas Wharton is President of LIFOCUS CAREER SERVICES firm in Rhode Island. Tom can be reached at 401.884.7959 • tom@lifocus.com • www.lifocus.com •@careercoachTW

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By OI Global Partners

The post Global Human Resources Firm Releases Future of Work Survey Results first appeared on Lifocus Career Services.

The post Global Human Resources Firm Releases Future of Work Survey Results appeared first on Lifocus Career Services.

Earlier this year, OI Global Partners conducted a survey of human resources professionals across the globe. We were thrilled to receive hundreds of responses from clients in North America, Europe and Australia, representing the Financial Services, Healthcare, Manufacturing & Automotive, and Energy & Mining industries.

The goals of the survey were to identify the following:

1. the skills employees must have to be competitive today;
2. the most significant people challenges currently facing organizations;
3. the roles most at risk; and
4. the most effective ways to develop talent.

We’re grateful to our clients for sharing their firsthand knowledge and insights. The results are fascinating. Despite the differences in location and industry, there are common challenges and risks which our clients are facing, and they are implementing solutions that are effective in managing an increasingly diverse workforce.

The full set of survey results can be downloaded here.

If you’re facing any of the issues identified in this survey, please contact us. We would love to learn more about the issues you’re experiencing. Our professional coaches are a resource for developing an organization’s leaders to sharpen skills, engage employees and improve team performance, prioritize and address pressing organizational issues, to manage strategically and capitalize on new opportunities. When you engage us to train your managers to build their coaching skills, they conduct more effective career conversations leading to clarity in goal-setting, stronger employee engagement, excellence in performance, and retention of the best talent.

Best regards,

Thomas Wharton, CMF

Managing Partner/Board Member, OI Global Partners

President, Lifocus, Inc.

Providing the “Human Touch” in Coaching /Transition / Assessments

225 Offices in 28 Countries

3970 Post Road, Suite 2  –  Warwick, RI   02886.

O 401.884.7959 • F 401.886.4243  • C 401.835.1967

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There are things we know for certain about Einstein:  his genius, theory of relativity (e = mc ²) and unparalleled impact on science amongst them. But Albert Einstein was no lab rat in a white jacket fumbling with beakers – he was far more interesting. In fact, some may find little-known facts about the great physicist more compelling than his actual work. Above all else, these factoids pertaining to Einstein’s life reveal a deep-thinking, but very real, very human life.

HERE ARE 10 THINGS YOU DIDN’T KNOW ABOUT ALBERT EINSTEIN:

1. HE DIDN’T BEGIN SPEAKING UNTIL WELL INTO CHILDHOOD

Today, we infer much about a child’s intelligence relative to how early he or she begins to speak. Some correlation does exist between verbal acuity at a young age and intellect, but not in Einstein’s case.

Einstein didn’t actually begin speaking uninhibitedly until age 7, which is much later than normal. This fact, in conjunction with some of other Einstein’s traits – his single-minded focus on physics, implementation of routines and music talent – has led to the hypothesis that Einstein perhaps had Asperger’s syndrome. Some have vehemently argued against this theory, instead believing that Einstein was a non-autistic that displayed giftedness in other areas.

2. HIS BRAIN WAS STOLEN

Einstein was a genius that refused to be idolized, as evident in his instructions that his brain wasn’t to be studied. Instead, he wished for his body to be cremated and his ashes scattered.

A Princeton professor by the name of Thomas Harvey didn’t get the message. On April 18, 1955, Harvey took possession of Einstein’s brain without permission. For this treacherous and disrespectful act, Harvey was subsequently fired from Princeton University.

3. HE WAS OFFERED THE PRESIDENCY

Okay, not of the United States, but it’s still impressive. After the first President of Israel Chaim Weizmann died on November 9, 1952, Einstein was asked for he would accept the position. Of course, one can only imagine what Einstein’s initial reaction was, but he unsurprisingly declined.

In his refusal letter, Einstein’s humility was apparent, citing his lack of natural aptitude for the position and incompatible ways of dealing with people. Not to mention, he was getting old – he received the offer at 73.

4. HIS RELATIONSHIPS WERE ODD AND TUMULTUOUS

Perhaps nothing reveals Einstein’s quirky shortcomings more than his relationships. His written letters demonstrate that he was quite the philanderer. He engaged in several extramarital affairs and even had a relationship with his cousin Elsa. Although he eventually married her, Einstein also considered matrimony with Elsa’s daughter.

Sadly, Einstein also became involuntarily estranged from his own sons, one of whom suffered from schizophrenia. In an act of atonement, Einstein gave all of his Nobel Prize money in a divorce settlement.

5. HE LOVED TO SMOKE

There’s a reason many of Einstein’s pictures show a wily-haired man with a pipe dangling from his mouth – he enjoyed smoking. Not only did he enjoy smoking, he attributed the habit to assisting him in his work, once saying: “I believe that pipe smoking contributes to a somewhat calm and objective judgment in all human affairs.”

This attitude towards smoking was (unsurprisingly) rebutted by his doctor, who tried to get him to quit altogether. The doctor (again, unsurprisingly) was unsuccessful in his efforts.

6. HE LITERALLY CHANGED SCIENCE IN ONE YEAR

Apparently, there are Einstein’s New Year’s resolutions and everyone else’s. In 1905, he published a series of four papers that consequently turned the scientific community on their respective ear. These papers contained groundbreaking new insights that rebutted then-accepted views on energy, mass, time and space.

Despite this, Einstein faced constant rejection from academic posts after graduation. This becomes less mystifying when considering Einstein’s hilariously impulsive act: he requested a letter of recommendation from a professor whose classes he routinely skipped.

7. HE WAS HELD HOSTAGE ONLY TO MEDIATE IT

After a number of professors were taken hostage by a group of radical students at University of Berlin, Einstein and Max Born, another renowned scientist, were understandably reluctant to let the German police handle the situation.

While the details are rather unclear, it was known that the two scientists were well-respected among the students. This respect may have given Einstein and Born enough leverage to ultimately secure the staff’s release.

8. HE CO-DESIGNED A REFRIGERATOR

Together with Hungarian physicist Leo Szilard, Einstein patented a design for a refrigerator in 1930. At that time, electrical refrigerators were used that leaked volatile and unhealthy chemicals. Recognizing this, Einstein and Szilard designed an absorption refrigerator – one that required only ammonia, butane and water – as an alternative.

Szilard and Einstein’s patents were eventually purchased by the Swedish appliance company Electrolux.

9. HE LOVED TO SAIL

Einstein did some of his best thinking when alone with his thoughts. He discovered his deep passion for sailing while a student at Polytechnic Institute in Zurich, Switzerland. This is rather unsurprising, as Einstein despised school, once saying partly: “It is, in fact, nothing short of a miracle that the modern methods of education have not yet entirely strangled the holy curiosity of inquiry…”

In later years, Einstein would grow weary of his stuffy office and venture out on the water despite not knowing how to swim.

10. HE WAS WANTED BY ADOLF HITLER

Adolf Hitler’s Nazi regime was embarrassed by Einstein’s popularity in the United States. This embarrassment was amplified through Einstein’s momentous impact on the scientific community. Nazis were attempting to propagandize the inferiority of Jews, and Einstein’s work was a clear rebuttal of that concept.

Hitler was infuriated, placing a $5,000 bounty on Einstein and ordering that all of his books in Germany burned. The ignorant, fanatical tyrant also ordered the burning of many other prominent Jew’s works.

http://bit.ly/1QqGE0X

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