Though a college education is usually coveted as the right of passage towards a stable, good job, there are those who have done that extra bit to be leaders in their respective fields. This includes Steve Jobs who simply dropped out of Reed College in Portland, took up calligraphy classes and did odd gigs long before launching his famous business innovations. Marissa Mayer was a fresh graduate when she became a young fledgling company, Google’s twentieth employee. Dwayne Johnson wanted to be a professional sportsman but the Calgary Stampeders of the Canadian Football League dropped him after just two months. Before joining Yale, Hillary Clinton did odd jobs in Alaska including in a salmon-processing factory. Sean John Combs took up the task of talent recruitment for Uptown Records. Sheryl Sandberg took up the more conventional route of sticking it out with the World Bank. Martha Stewart took up modeling till the age of twenty five. Larry Ellison also dropped out, but from two colleges but learnt programming on his own. Jeff Bezos had numerous lucrative offers at Wall Street, one of which he took. Oprah Winfrey’s television career began straight after college as a news anchor in Baltimore. John Peretti became a teacher at a school in New Orleans. Actress Tina Fey did odd gigs while continuing her education. She would come across Amy Poehler who was at a similar stage in her career. Angela Merkel worked as a researcher at the Berlin based German Academy of Sciences.

Source:http://www.businessinsider.com.au/what-successful-people-were-doing-out-of-college-2015-11and-productive-work-vironment/#51a1e0c81026″>http://www.forbes.com/sites/forbescoachescouncil/2017/01/20/11-strategies-for-achieving-a-more-diverse-and-productive-work-environment/#51a1e0c81026 ww.forbes.com/sites/gilpress/2017/01/23/top-10-hot-artificial-intelligence-ai-technologies/#1a0f679142de

There are some qualities that have been observed as hallmarks of millionaire business leaders. First of all, they are extremely focused on top priorities and do not get fazed quickly as evidenced through Elon Musk’s initial struggles. A lot of people thought that his business innovation was too radical and he must go for a hybrid vehicle. But he stuck to his electric car and today it has received healthy funding. Similarly Danny Meyer was getting success with the Shake Shack, when many observers advised him to increase the offerings. He refused a he knew the critical mass meant not to confuse customers with too much. They are visionary and strive to overcome the obstacles they face, because deep down they are convinced about their ideas.

Source:http://www.forbes.com/sites/ianaltman/2015/10/14/successful-habits-of-millionaire-business-leaders/

A survey conducted by a Professor from the Harvard Business School discovered that most professionals upwards of age forty were able to name mentors in their careers, but very few in their twenties could do likewise. Two decades back, when youngsters joined the professional life, they could rely on their seniors mentoring them. But now due to bottom line pressures and the increasing trend of attrition, means that few organizations have this code of mentorship any more. However, instead of giving up on this ideal, it is necessary to widen the search pool. Gone is the ear where mentors had to be older or holistically wiser. They may be younger, even by decades as witnessed in some cases and may simply be better at one particular aspect. Thus professionals must create their own network of mentors from various aspects of their own professional career. Some important questions need to be addressed while doing this search. First of all, the candidate must understand what he/she is looking to learn, whether formal skills through management training or simply life aspects. Also, who are the kind of people most respected by the subject. In addition, one must find ways to spend more amount of time specifically with these people so admired. And finally, ways must be discovered to ensure that this learning relationship is reciprocal.

Source:https://hbr.org/2017/01/your-career-needs-many-mentors-not-just-one?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=16371353&spUserID=OTY0OTMwNTk5NwS2&spJobID=941567288&spReportId=OTQxNTY3Mjg4S0

Research by The Ladders suggests, that on average, applicants’ résumés are accorded six seconds only during the screening stage for talent recruitment. Thus a powerful summary is needed on top of every resume. In order to execute so, a few steps must be taken correct. First of all, the applicant’s area of expertise most relevant to the position must be highlighted. Specific results achieved must be captured. The years of experience must be noted including the organizations and industries worked in. Generic, stale references such as excellent communication skills, result-oriented or team player must be avoided. In the main segment of the resume, one must detail the different areas of expertise one has experience in. Some selected accomplishments must be separately mentioned. These skills mentioned are ideal for resumes, but for LinkedIn a different strategy is needed, as in the latter the space for summarizing is much longer.

Source:https://hbr.org/2015/07/yes-your-rsum-needs-a-summary