In my new book, Second Sight, I show how to keep an eye out for intuitive experiences in everyday life, and what they can teach us. Drawing from my own experiences as an intuitive along with new scientific studies on the value of intuition in decision making, I include strategies anyone can use to develop their intuitive intelligence. In the book, you will learn how I came to be a pioneer in intuitive medicine, using my intuitive gift as a potent healing tool and incorporating it into my medical practice.

From Second Sight, here are five types of intuitive experiences you may encounter, and what they can teach you:

Body signals. Your body has many ways of getting your attention. It could be goosebumps when something feels right or strikes you as true. Or it might be your hair standing up on the back of your neck when you sense danger.

How to use it. Most commonly referred to as a “gut reaction,” your body’s response to the world around you is often instant–quicker, in fact, than your conscious thought. Next time you sense your body is trying to alert you to something, check in with it. Are your shoulders tense? Is there a knot in your stomach? Or do you feel energized and excited? When you learn to read your body signals, a whole new type of information will be available to you.

Déjà vu. This is when you feel as though you’ve had this exact conversation before, or you’ve been to this place before and know what’s around the corner and up ahead, even though that’s impossible.

How to use it: Instead of thinking it’s strange and then moving on, don’t let the experience go unremarked. Discuss it with a friend. Write it down. Bringing a déjà vu experience into the open energizes it, acknowledges its significance, and enables you to find out what it’s trying to tell you or where it’s trying to lead you.

Synchronicity. This is the experience of perfect timing, such as when you’re thinking about a word right when you hear it on the radio, or a person you just met offers you the perfect job.

How to use it: Stay aware and look for synchronicity everywhere. Such moments let you know that you’re in the flow–in the right place, at the right time. See if you can uncover its hidden significance.

Seeing beyond. This is when you’re tuned in to an event that’s happening right now, but in a different place. For example, you think of a long-lost friend, and then she sends you an email in that instant Or you get a feeling to turn left on the way to work and avoid an accident.

How to use it: Your entire body–not just your brain–acts as an intuitive receiver, so the more conscious you become of your whole body, perhaps through a discipline like yoga, the more likely you are to tap into realities outside of your immediate setting. They will come to you in snapshot-life flashes–a taste, smell, sound, or a feeling in your body. Jot down your impressions. The better you get at tuning in, the clearer the messages will become.

Intuitive empathy. This is when you “pick up a vibe” from another person. For no apparent reason, you suddenly sense a person’s deep loneliness, or you feel hostility coming from a person who is smiling at you.

How to use it: Being sensitive to other people’s nature is a valuable skill–but it comes with perils. If you feel drained after talking to someone at a party, for example, pay attention so you can protect yourself from him or her next time. Learning to “read” other people’s feelings will improve your personal and professional relationships, as long as you don’t “take on” others’ moods and emotions.

Judith Orloff MD is author of the new book Second Sight (Three Rivers Press, 2010). She is a UCLA Psychiatrist and New York Times bestselling author of Emotional Freedom. Her recent TV special, “Emotional Freedom Now!” aired on PBS stations nationally. To develop your Second Sight and for inspiration, visit www.drjudithorloff.com.

The benefits of being a courageous risk taker are many. If you make a mistake, you’ll become wiser. If you succeed, you’ll learn something about your capabilities and potential. Either way, being a risk taker at your job will position you as a leader and an innovator. The key is to learn how to be a smart risk taker. Here are six ways to do it.

Trust your instincts.

Don’t wait for complete certainty on an issue before making a decision; it often arrives too late if it arrives at all. Once you get a good idea, don’t incubate it–act on it and work to make it happen.

Don’t be afraid to ask for help.

If you’re in a job or doing a project for which you lack experience, have the courage to tough it out and ask for help. If you operate on fear instead–the fear that asking for help will diminish you in the eyes of your boss or coworkers–you’re setting yourself up for a disaster.

Unleash positive energy.

Fear, stress, and uncertainty can be friends, not enemies, as long as you use them as motivators rather than as energy or action blockers. Get used to tolerating these uncomfortable feelings. Remind yourself that progress won’t happen without taking a step forward, into the unknown.

Anticipate and act.

Not making a decision is actually making a negative decision. Think like an athlete, and learn to position yourself where the action is likely to take place.

Learn from failure.

The most important lessons we learn in life are those that result from failure. People are very forgiving as long as you’ve tried to do your best and acted with integrity.

Be realistic.

While wild dreams and outrageous ideas may look good on paper, the working world doesn’t play on paper–it plays on the field of life. When you’re ready to take a risk at work, check it for “reasonableness.” Being viewed as a maverick is good; being seen as reckless or off-the-wall isn’t.

Beth Banks Cohn PhD is a leading expert in change management and leadership development. Roz Usheroff is an internationally recognized communication expert and personal branding executive coach. They are coauthors of the new book, Taking the Leap: Managing Your Career in Turbulent Times…and Beyond (BookSurge Publishing, 2009).

In our new book The M-Factor we help leaders understand how best to recruit, retain, manage, and motivate this next great generation.  We believe that the events and conditions that happen during the formative years of a generation shape who they will become as employees. Here are three of our favorite facts that we think employers should know:

79 percent of college freshman were accepted by their No. 1 college.

Many Millennials are used to getting what they want. College freshmen born around 1991 grew up in a time when things were plentiful, and most aren’t willing to settle for less than the best. Even in a down economy, we find that Millennials are still being choosy about which entry-level job is right for them. And if they can’t find it, rather than settle for less, many are opting for alternatives like travel or grad school.

Smart employers are realizing that, while the economy may be buying them time, Millennials are not going to fundamentally change in the long run. If you want to attract and keep the best and the brightest, you still need to show Millennials why you should be their number one choice.

48 percent of college freshman graduated from high school with an A- or better grade point average.

Millennials are a generation of over-achievers. Whether in the classroom or on the playing field, they like to succeed. We often hear from managers of Millennials that the first time they gave their new hire a bit of criticism, the tears started rolling. For many Millennials, their initial review at work is the first time they have been told that they aren’t perfect. But before you call them babies, let’s remember how they’ve been raised. In an age of grade inflation and parents who raised them during the self-esteem movement, Millennials aren’t used to hearing that they aren’t “all that.”

Of course employers will need to coach them and even criticize at times. However, we suggest that you use self-evaluations first, so that Millennials have a chance to think about how they have been doing. This also will give managers a heads up about where their opinions don’t match their employees’. Of course, for a generation who thrives on success, don’t forget to tell Millennials when they are doing A work.

53 percent have borrowed to attend college.

It’s not a surprise to most people that Millennials are destined to be the generation in the deepest debt as they enter the workplace. Before Millennials have bought a house or had kids, many are already facing huge debt. The culture of borrowing in which the Millennials were raised has definitely shaped their personal and professional lives. Most Millennials are not afraid of living beyond their means, and many do not even have hope that they will ever be completely debt free. Millennials didn’t let debt stop them from choosing the right college.

Therefore, when they enter the workplace, they will also put other factors before money. Many are willing to pay be paid less if it means having the right job. Remember to focus on benefits other than salary, such as meaningful work and opportunities to give back.

Lynne C. Lancaster and David Stillman are nationally recognized public speakers, generational experts, and coauthors of THE M-FACTOR: The Definitive Guide to the Millennial Generation in the Workplace. They are the founders and principals of BridgeWorks (www.generations.com), a consulting firm that specializes in educating organizations about the four distinct generations at work and identifying ways to bridge the gaps.

by Andrea

Patients over and over again understand a diversity of emotions during the interview.  The dealings between the provider’s point of reference and the patient’s feeling can often source both individuals to turn into aggravated with the encounter. In cooperation with the health care provider and the patient, there are required issues to support two way conversation about feelings rather than trouble-free one way discussion about more technical matters of medicine. Medical providers ought to go further than with the sole purpose of  meeting a patient’s medical history and must produce a supportive, individualized, and comfortable impression where they ratify successful listening behaviors.

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So how are these choices made? We recently completed case studies with Mark Cavis of Finlandia University and Laura Nicolaisen of Mount Mary College, who say that family pressure often leads young people into a career that perhaps their parents want for them but ultimately isn’t their best fit. Additionally, media often skews perceptions of certain careers—especially in medical- and legal-related professions—influencing people by giving them a flawed understanding of the day-to-day demands. The perception of certain jobs as being lucrative or stable can also play a factor.

While it’s easy to understand why perspectives skewed by the media or family pressure might lead to a poor career choice, what’s wrong with selecting a profession based on how lucrative or stable it is? Cavis and Nicolaisen explain that if a person lacks genuine interest in the field, he or she may find success elusive, regardless of financial or other payoffs, and will often exhibit poor performance in college or on the job.

On the other hand, when people connect to a career that they find fulfilling and enjoy on an everyday basis, they are much more likely to exert the sustained energy and focus that success requires. This sounds easy enough, but it can be a bit more challenging than you’d think.

First, people typically have only a narrow awareness of the wide variety of careers that actually exist. Second, they often haven’t fully defined their own interests in a concrete, fundamental way that makes it possible to connect to a career. Third, they frequently do not understand the day-to-day demands of the job.

For Finlandia University and Mount Mary College counselors, the first step in career selection involves helping students understand themselves. Using tools such as the Myers-Briggs Type Indicator® (MBTI®) and Strong Interest Inventory® assessments, Cavis and Nicolaisen take students on a deep dive into their own personality, which enables them to understand the preferences and interests that underlie their thoughts and behavior. Specifically, students explore how these preferences and interests may play out in school and work.

One of the crucial questions in this process is, “What do I want to do on a day-to-day basis?” It is entirely possible for a person to experience intense interest in a subject but an equally intense dislike for the typical tasks a related career requires. For example, a person may find the subject of microbiology fascinating but find unappealing the number crunching and constant attention to minutiae required of a research scientist. Other crucial questions include, “With what kind of people do I want to work?” and, “In what kind of environment am I most effective working?” The assessment process provides a wealth of information that students can use to answer these questions and helps them connect this insight directly to a wide variety of options.

Information gleaned through the assessment process allows students to examine several possible careers that offer opportunities to use those preferences and interests. Consider, for instance, someone who wants to “help people.” Nursing might seem like an obvious career choice for them. However, by working with Cavis and Nicolaisen, students often discover that the kinds of help that a nurse provides aren’t actually things they’re going to enjoy doing. Less obvious career options, on the other hand, may provide opportunities to aid people in ways that allow them to function within their preferences and interests highlighted by the MBTI and Strong reports. Therefore, the task is to help students understand exactly what it is about helping people that they enjoy, and the kinds of careers that offer opportunities for fulfillment.

Helping place people in careers that enable them to find fulfillment and contribute to society in a meaningful way is what brings great satisfaction and meaning to the work of Cavis and Nicolaisen.

Catherine Rains M.S., Education Consultant for CPP, Inc. and MBTI® Master Practitioner, is a former director of university career services and an assessment trainer with 20 years’ experience in career counseling and program development.

We all know that a resume is the primary tool for marketing your skills, knowledge, and experience to prospective employers. Most people make the mistake of treating their resume simply as a 1-2 page career history.

A more accurate perspective is to see the resume for what it is: an advertisement for a wonderful, complex, intelligent, educated, hard-working individual who can contribute significantly to a company’s success. However, as an advertisement, it cannot possibly communicate everything about who you are.

The resume is just a sample—a taste of the challenges and successes met, particularly throughout your work life. Each piece of the resume needs to be significant, positive, and effective. Each achievement, phrase, and word carefully selected to meet the goal: generating an interview.

Write to a Target Job Description

A resume will be more effective if written for a specific job in a specific industry—a Target Job. “Fine,” you might be saying. “If I knew what that is, I wouldn’t be reading this blog. I’d be working already, with my mortgage paid and my credit card payments up to date!”

Take it easy. Finding your perfect, Target Job is easier than you might think. You may even enjoy the process. But first, let’s look at the world of hiring managers—your resume’s audience. The task of a hiring manager is to find a near-perfect match between the job applicant and the job.

At the point of screening, the match of your capabilities to the requirements of the job isn’t just the big thing: it’s the only thing. Your resume must answer one question, “Can this candidate do the job?” This is why it is imperative to have a Target Job description in front of you when writing your resume.

Shopping for Your Target Job

So how do you find a Target Job description? Go shopping on the internet; the job boards are at you disposal. My favorites are  Monster.com,  CareerBuilder.com and  Indeed.com. To begin searching, type in key words that are job titles you have held in your career. Be sure to search nationally so that you get as many options as possible. As you type in job titles, you will see how many jobs with that title pop up by industry.

If you are considering an industry change, find out how your old job might play out in another industry. For example, “Sales” in manufacturing might be “Business Development” in healthcare. You are playing a jargon game, trying to determine what job titles exist for your skill set. This process will also allow you to move into industries that are growing, using the skills you already have.

Sometimes typing a job title will yield a group of jobs in a particular industry. This is how to find careers that are close to what you used to do, yet different enough to provide new challenges. For example, typing in the words “grant writer” generates a list of jobs that are open in many nonprofit organizations, such as “volunteer coordinator,” “business development director,” “CEO,” and “director.” These are all functional jobs within the industry of nonprofits.

When you find a job of interest, copy and paste it into a word document. Do this four or five times, until you have a good mix of job descriptions. Voila! The key words are those that come up repeatedly. Use these common words and phrases to help you select what information to put on your resume. In my book, New Resume New Career, there are 50 resume makeovers, showing how to reframe experience to the new Target Job requirements.

Online Sources for Job Titles

Sites such as the U.S. Department of Labor website, dol.gov, will show industries that are expanding in each state, and which job titles are in demand. You can even get a customized report for a specific metropolitan area at jobbait.com.

Another government site,  online.onetcenter.org, can help expand your career options in four distinct ways. You can search by occupation titles, skills, related occupations, or by tools and technology. You can even find a new occupation. When you type in key words from your former job, you will see a list of related occupations, either by function or by industry. The site also includes a quick skills assessment to help identify dozens of new job titles that fit your skills.

A New Way to Network

When seeking work, think about networking as extended conversations to gather insights and information for your job search. Become a career detective. Ask contacts about their own careers, about their companies, and the job titles inside that organization. Share your Target Job Title and ask if there are positions open for that title. Your contact will quickly correct you if you have the terminology wrong. If you decide to apply there, first ask to see a job description. Then, make the appropriate changes to your resume before sending it along in an email.

You will start to notice that the more specific you are, the more people are able to help. Ask about one job, and people will tell you about other, closely related jobs. The clearer you become, the more possibilities open up.

Finding a new career is one of the most daunting tasks you will ever take on as an adult. It requires hard work, some digging, and the willingness to learn. My career-changing clients have told me it’s the most rewarding work they have ever done. So check out the depth of that job market water, revise your resume, and then dive right in.

Catherine Jewell is the Career Passion® Coach and author of New Resume, New Career, a resume makeover book featuring 50 real-life career changers. She has coached more than 600 adults through mid-life career changes. For more information, check out CareerPassionCoach.com or contact her at cj@careerpassioncoach.com.

Whether you’re a job seeker, an employee trying to advance your career, or a budding entrepreneur, the same concepts of risk and reward apply. Failing can be a fantastic motivation. And it’s also a wonderful teacher. Take it from me: It pays off big time to take career risks early and often. “Fast failure” is a sure way to get your career moving.

Here are some ways to use failure to get smarter and advance your career:

Ignore the sting. If you try something difficult — like applying for a “reach job” — and then you fall short or get rejected, don’t think of it as failure. I always remember what my mother used to say, “Failure is just a perception.” Pat yourself on the back for taking the risk, and move on.

Solve a problem. If your job is unfulfilling, find a problem at work that needs solving. Then devote yourself to finding the solution. This is the same recipe entrepreneurs use to identify great new business ideas. If you don’t succeed, figure out why and then try again.

Just fix it. If you hate your job, fix it. Volunteer for a new task at work, for example, or get training in a new skill. What’s the worst thing that can happen? You’ll fail. But along the way, you’ll probably figure you why you hate your job and feel stuck.

Get off balance. Surprise yourself by doing something completely out of character. Apply for a position in a foreign country. Ask to sit in on a meeting in a different department. Open your mind to new career possibilities by taking a chance at something unfamiliar.

Try less. Many people get worried and anxious trying to come up with ways to forward their careers. Great ideas often come when you stop trying so hard. Be aware of your daydreams and pay attention to the things you love to read or see on TV. Those ideas and interests might spark a future career path or business idea.

The fastest way to accelerate your career is to allow yourself to fail — early and often. The more new risks you take and the more often you take them, the more you’ll learn about your passions, talents, and ambitions.

Dal LaMagna is the founder of Tweezerman, the socially responsible global beauty tools company, and a major funder and active trustee of the Bainbridge Graduate Institute, which awards MBAs in sustainable business. A partner and blogger at HuffingtonPost.com, he is also author of the book, Raising Eyebrows: A Failed Entrepreneur Finally Gets It Right (John Wiley & Sons, www.raisingeyebrows.com).

If right now job searching is all new to you and feels overwhelming, please know that you have a lot of company—that many people faced with sudden job loss are shocked and unsure. Just admitting that this is new to you is a great place to begin because it invites others to help you. The “I’m new to this” message is a good one, unlike “I’ll never get hired again, so what’s the point?” And running a good job search doesn’t require advanced degrees or stunning credentials, but it does call for openness and a willingness to learn. Take small steps, consult with others, keep track of what’s working and what isn’t, adjust your strategy, and you’ll make good progress.

I’m sometimes asked about my success rate (how many of my clients land new jobs). After trying to answer this, I came to the conclusion that I can’t. There are too many variables; and of course, some clients land new jobs after their programs are over and they don’t let me know about it. So my data is inconclusive. But here are factors that affect how successful job seekers are:

• Previous experience in the job search process

• How up to date they are in their field

• Their attitude

• The economy (and this can be very industry specific)

• Mergers and acquisitions (Is their market expanding or shrinking?)

• Their willingness to commit to a process that requires patience, persistence, courage, and good communication skills

To be one of the success stories, you need four qualities:

• Patience: The hiring process is never fast enough, whether it takes a week or many months

• Persistence: Effective follow-up will set you apart from many job seekers, and it gives you the chance to show your determination and professionalism.

• Courage: Looking for a job is a little bit like being lost in the woods without a compass. There are days when the frustration of it all brings you down, but you can’t let it beat you.

• Focused communication: You need to be able to articulate who you are, what you’re good at, and your goals. And you have to offer specific proof of your value.

There’s a lot you can’t control in the job search process, but there are many things you can, including the qualities mentioned in the preceding list. Focus on these, be systematic, keep at it, and you’ll land a new job. This is what career counselors see every day: There are ups and downs, high points and low points, events that are logical and ones that aren’t. But if you stick with it and learn from the process, you’ll be working again.

Resources and Ideas

Some people find it helpful to draw on their own past experience, specifically how they got through other difficult times. Did they join a support group? Did they find books or audio resources that were helpful? Did they start walking five miles a day?

If your pride is hurt and you’re having a difficult time getting past your frustration and anger, see if you can

• Look at the big picture. By this I mean seeing that what has happened to you isn’t personal (although it feels that way). Realize that thousands of others have recently lost their jobs and have to go through the same process that you do.

• Find ways to take advantage of this involuntary change in your life. That could mean doing some career planning, helping an elderly parent, spending more time with your children, or simply giving yourself time to consider what you might want to do next.

• Consider that you might end up in a better job than the one you lost. I can’t tell you how many times I’ve seen this happen, but of course it’s hard to believe in the early days when you’re stunned.

• Help someone else. By reaching out to another person who is in transition or by tutoring a child, you’re getting your focus outside of your own situation. This often helps you gain perspective.

• Figure out how to build tolerance for the search process. It’s easy to think you can just do it, but because there are often many ups and downs, it’s good to consider who you know who’s been through this recently, what groups might be helpful, and how you’re going to create a schedule that you can sustain.

• Lastly, make your workspace attractive. I love flowers, so I try to always have a vase on my desk with roses or lilies or whatever is blooming in my garden. This makes it easier for me to get my work done.

Jean Baur, author of Eliminated! Now What?, is a senior consultant with the nation’s leading outplacement firm, Lee Hecht Harrison. She has partnered with thousands of clients to help them overcome job loss and recession-proof their careers. In addition, she designs and delivers workshops to improve clients’ interviewing and overall search skills. Visit her online at www.jeanbaur.com.