3 Books to Help Finance Your Projects After Film Courses

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You are determined to become a filmmaker. You've already taken your first step: applying to film schools. In Canada and abroad, there are many choices. Your life feels ripe with possibility. But you have one fear that haunts you. You wonder if you will really have what it takes after graduation from film courses to make your dreams come true. You have plenty of ideas for movies, that's for sure. But that doesn't mean that you know how to finance one. Here are three book ideas to calm these kinds of fears, common amongst new applicants to film schools.

1. 43 Ways to Finance Your Feature Film by John W. Cones 

In this book, entertainment lawyer John Cones shares his insider knowledge gleaned from almost two decades helping independent filmmakers navigate the multifaceted world of movie financing. Although the author is based in Los Angeles - where else? - the book includes a discussion of financing from countries other than the United States, and is, therefore, appropriate for new applicants to filmmaking schools around the world.

This book may turn up on the curriculum of your film courses, but there's no harm in beginning your research early. Reading on your own increases the likelihood that when you do finally graduate that you will have a firm grounding in such topics as: 

industry financing (What is this? It is basically funding by your peers, i.e., other, more established graduates of film schools)investor financinglender financing

2. The Fundraising Houseparty: How to Get Charitable Donations From Individuals in a Houseparty Setting by Morrie Warshawski 

Although this book could be of use to any kind of fundraiser, it is written with filmmakers in mind. The author explains how graduates of filmmaking schools can organize a compelling event, touching on such details as: 

planning committeesinvitationsfood and drinkpresentationsthank yous

Warshawski emphasizes the importance of graduates of film courses appealing to the emotions of their potential donors, something to which their craft, fortunately, is uniquely well suited. What is the role of film schools if not to teach students how to appeal to the emotions of their audience? 

3. Shaking the Money Tree, 3rd Edition: The Art of Getting Grants and Donations for Film and Video, also by Morrie Warshawski 

In this book, Warshawski tackles that topic of supreme interest to staff and students of film schools: how to write a winning grant application. This kind of knowledge can even help students in film schools finance their productions for film courses.

If you are anxiously awaiting a wave of fateful letters from film production schools around the world, calm your nerves by advancing your studies on your own. Who knows, it may help you finance one of your film school's productions once you finally do get that longed for acceptance letter!

Visit Trebas Institute for more information on Film Production programs.

Percey Evans is a freelance writer who works for Higher Education Marketing, a leading Web marketing firm specializing in Google Analytics, Education Lead Generation, Search Engine Optimization (SEO), Mobile SMS Alerts, Social Media Marketing and Pay Per Click Marketing, among other Web marketing services and tools.

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On Being A Woman In The Technical Workplace

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Do you worry that you have to give up your femininity in order to fit into the technical working world and be respected? Should you be one of the guys? If you do, will you get or lose respect? Or should you be the lady of the group, all feminine and motherly? My opinion is, you can be both feminine and assertive in your role without losing yourself.

Many articles have been written about the dilemma of women in the workplace. Most conclude that women who are too aggressive and masculine might be successful to a certain degree, but ultimately be looked down on for being too masculine. These articles contend that women who are too aggressive and assertive might be given the "B" word label. On the flip side, they have also written about women who choose to be the mommy type, all feminine and motherly, remembering everyone's birthday and bringing cookies to the office. Neither of these types are given high ratings as they both conjure up negative stereotypes that don't fit well in a technical environment. You can avoid both types by just being yourself and using a common sense approach in the workplace.

Everyone, not just women should be assertive in the workplace. That does not equate to being aggressive. I am not sure if there is ever a time when aggression is needed in the workplace. Assertiveness is knowing what you want, knowing what to do, knowing how to do it, or finding how. Be aggressive with yourself in going after your goal. Know where you are, know how you rank, and how you are viewed in the company. Have some specific goals, and reach for them with aggression. You don't need to exhibit aggression towards others, just towards your goals. Be careful not to get to caught up in the media frenzy of the female being paid less, viewed less favorably when we have kids and promoted less frequently. These are all issues that you need to be aware of, but don't go into the workplace fighting an enemy that is preconceived and could possibly be non-existent for you. Take your time, understand your environment and players, and decide how to behave and build alliances accordingly. If over time, you need to tackle a personnel issue around being female, do so with continued grace and try to maintain a positive attitude.

How about acting like one of the guys. How do the guys act? Cursing? Swearing? I don't think anyone, male or female need to resort to these behaviors in the workplace. Your knowledge of the subject matter being discussed and your contribution to solving problems should be your biggest voice, not how loud or often you can curse or swear. I think some amount of fitting with the guys can be beneficial. You can learn about and discuss football, basketball, some small amount of politics (be careful here!). This point is not about losing yourself as a woman, but about being social and likeable, and someone others want to be around.

How about being feminine, do you need to lose your feminine side? No, I don't think so. If you are someone who like to tell people happy birthday, I think that is good and fine. However, I don't think you should go as far as taking cookies for the office or walking around with goody bags. These are two extreme examples, but the point I am making is you don't need to be the office mom. You can be a kind person, who cares about others. Yes, I think you can have conversation about your kids, and ask about others' kids, these are some of the things that makes being in a place for 12 hours per day bearable, and a bit fun. Another thing, don't be the office gossip, no one should come to you to get the latest office news, on the contrary, let them come to you for information on how to accomplish a task. This will be your biggest winning attribute in the workplace.

In summary, be yourself, hopefully you are naturally a likable person. Be assertive and direct, this does not mean being mean and aggressive. Know your subject matter, if you don't go get the information. Also, be a lady in the workplace and everywhere else. This again doesn't mean being a door mat at work. It just means maintaining an attitude of grace and quite strength. Don't forget, you will make mistakes as you navigate these waters, get back up, brush yourself off, and continue on.

Remember being nice does not equate to being weak. So have fun at work, and be a lady in a man's world!

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Tips on Interviewing Successfully for an Alternate Route Teaching Position

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Whenever I address a group of alternate route teachers, I am always struck by the level of concern that exists due to the understandable lack of actual classroom experience. As one prospective AR teacher asked, "How do I compete against all these other teachers who have two and three year's experience?" It is a common concern, and it is legitimate. For alternate route teachers, the one area where they may seem at a distinct disadvantage to more traditionally trained teachers is that of direct classroom teaching. And it is for that very reason, we need to change the interview dynamics and shift the committee's thinking more in our favor. I know, I know. Easier said than done and just how are we supposed to pull that one off? Let me assure you that it can be done. Better yet, because you are reading this article, you will now know just how!

First let's understand, simply because you are coming to the interview through the alternate route, it does not mean you don't have valuable experience. Do not be apologetic regarding your background during the interview. Point to your experiences in the real world with pride and understand that those experiences have value in the classroom.

Let's consider what the real question is regarding the teacher every school is looking for in its ideal candidate. It is not... that's right NOT... what teaching experience do you have?! The real question is; do you have the capacity to meet the requirements of this position? There is a difference between background experience and professional capacity. As you go through your interview and answer each question, your most important goal is to show where you have the ideas, the skills, and the passion... i.e. the capacity to meet the needs of this position. Using this strategy, it is possible to not only show yourself the equal of other candidates, but the better of those candidates.

Now... I should tell you right off, it is entirely possible that the committee has never actually thought about this concept in exactly this way. In fact, there may be people on the committee who still hold the old paradigm that experience is the determinant factor. For that reason, every alternate route candidate needs to set the table on the very first question. You need to seed the idea that "capacity" is the most important factor in the hiring process, not just experience! You need to make this clear because everything you do from that point on will be to demonstrate your "capacity."

Now, here is a sample of how you can do just what we are talking about. Here is the way that first question might go:

Q. Tell the committee a little about your background and why you think you will be a good fit for this position.

A. Thank you for this opportunity to describe my skill sets and speak to how I will be a great fit for this position in your school. Let me begin by saying that I realize you are not just seeking someone with a little experience and a few classroom ideas. From carefully reviewing your website, I know you are really looking for a person who has the skill sets and ideas that will clearly identify him/her as having the capacity to take this class and make it a truly special place. To do that, I know the successful candidate is going to have to (insert two or three core values or directions you know about the school here). As we go through this interview, I fully intend to demonstrate how I not only have the capacity to be a good match to those goals, but rather a great match.

This sets the interview tone and from here you should match up a few of your background skills and experiences to the school's needs. Provide some conversation about your wish to be a part of staff development programs to further improve your value to the district. Underscore how you intend to be a full part of the school and its programs, not simply a classroom teacher. Keep your answer on target, sharp, and within a timeframe of two minutes. Tick each matched item off in a nice, crisp, organized fashion. You will have ample opportunity to expand on these ideas later. However, by placing this framework in the minds of the committee, you have created an opportunity to step right past the problem of limited experience and ace the entire interview.

My name is Robert W. Pollock. I am an educator, with over 34 years experience, a speaker, consultant, and author of 'Teacher Interviews. How to Get Them & How to Get Hired!. I have spoken to 1,000 of perspective teachers on how to interview and get the job. I have consulted with schools around the country. Currently I am a professor of Education at Tusculum College, Knoxville, TN, where I also serve as the president of their alumni board.

Order my book "Teacher Interviews: How to Get Them & How to Get Hired!" at: Amazon.com
For more information or questions, email me at: Advantapress1@aol.com

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Making It Easier to Make Good Decisions!

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Decisions, decisions, decisions...

Be aware that it is normal for many people to try to avoid the anxiety of their responsibility for making their own decisions. Some do this by letting parents, teachers, friends, or employers decide for them. The normal outcome of this decision trap is a life that may suit these other people but not you. The upside can be that you can blame someone else when things go wrong but is that really worth while the failure?

The following suggestions in relation to decision making can be used for career choices or can be adapted to other situations.

It is important for you to listen and learn from others but to make your own decisions in the end. Formal career assessment tests are useful for increasing self-awareness and suggesting a list of possible options to consider but there is no test that can tell you exactly what you should do. There are too many factors that only you can identify and weigh up. This is now widely recognized by career professionals who are up-to-date in the field.

So let's explore how we can make the decision making processes easier for you. By following these steps you will have a stronger structure and you may find that you don't get lost so easily.

What is a Decision Making Process

DECIDE =
Define the aim
Examine the options
Consider the outcomes
Isolate the best option
Do it!
Evaluate

SUGGESTIONS FOR DECISION MAKING

Define your career related problem. What do you need to decide? Is it, for example: Which occupation or role am I best suited for? (Which would meet my various needs optimally)? OR, How can I best use my current skills or upgrade my skills. OR Are there any existing skills that I don't use effectively?Identify the aspect of this career decision, which are most important to you (your preferences). For example: Earning as much money as possible, in order to save/invest some; having a lot of people contact; meeting and networking with business people who could be useful to my business or career; learning new, marketable skills; taking up residence in a' big city' location (which I enjoy).Rank or rate relative importance of these criteria (the things you want to gain when you implement your decision). For example: First: meeting and networking with business people; Second: relocating to a big city; Third: earning as much money as possible etc.Generate alternative options/decisions that appear compatible with your preferences. For example: options that provide opportunities to meet and network with business people, earn a lot of money, live in a big city etc.Research and investigate these alternatives. Seek information from books, interviews with people working in the positions you are considering or their immediate supervisors; computer programs/Internet, work experience placements, volunteer work by networking with colleagues, etc.Assess the feasibility and desirability of the alternatives. For example: list the plusses and minuses of each of those alternative occupations/activities according to your preferences. (Keep in mind that it is not simply a matter of adding up, you also need to rank importance wise)Rank the alternatives/options from most to least preferred based on all the information. For example: First, Stockbroker's Clerk; Second, Personal Assistant to Business manager; third, position with a Money Market (Currency Exchange) Dealer.Re-investigate all that you need to do, to achieve your top two or three choices.Draw up an action plan to achieve your most preferred alternative and implement it.

And now you can lift your head and smile! You have learned how to make it easier for yourself to make decisions. And you will find that the outcomes are much more satisfying for you.

Would you like a more satisfying and rewarding life? Are you looking to get a great job? Or do you have important choices to make about your future? Then I invite you to explore this web site.

I am passionate about helping people create and live rewarding, purposeful and happy lives. I offer practical and creative services to assist you in finding solutions for your career and personal wellbeing. I provide services that cover a great variety of issues and offer diverse range of approaches.

Please contact me if you need assistance. I work person-to-person, but also by Skype, email or telephone.

Contact me on:
Grace du Prie
ACA, PCDAA, FPCQ, APRCSA
Career & Personal Development Practitioner
PO Box 736, Ipswich. Qld. 4305.
Tel. 07 3812 3807 - Mob. 0438 760 735
http://www.graceduprie.com.au/
info@graceduprie.com.au

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The Top 3 Reasons Why Credit Union CEOs Fail to Lead

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Poor leadership is common among CEO's of credit union and other not-for-profit organizations. The financial and emotional impact on the organization, its stakeholders and the community that relies upon the organization may be difficult to quantify; however, the costs would include reputation risk, high-staff turnover, inability to accomplish approved strategies, and low morale.

Reputation risk may manifest itself in declining membership growth, increased scrutiny by the local press and examiners, and staff turnover can be very costly with estimates in a range of 25% to 200% of annual salary. As the organization fails to grow loyal members, the productivity ratios become stressed and that begins a downward spiral that places undue stress on staff, the board of directors, and leadership.

In my 29 years as a credit union executive, here is what I observed as the most common causes of poor leadership, and how you can avoid the pitfalls:

1. Be passionate about your role awareness and self direction as a leader. What does that look like? Become a lifetime learner, or die. Real and meaningful commitment to remaining fully competent will require hard work and courage. Look at those with whom you interact and have formed the opinion that they are incompetent, not excited or engaged in their work, or they get by on the length of their employment versus skills and knowledge. Are you perceived that way by others?

How do you feel about the many roles you play? Are any of them fuzzy and ambiguous? What if you learned to say "no" to requests to serve on another board, committee, or extra-curricular activity? Leaders are sought out for their ability to get things done, contacts, or pocketbook. Where are your time, talents and money best used? I too served on a lot of not-for-profit boards, committees, and national organizations such as CUES and the scheduling became difficult. I knew it was too much and my organization was the loser for the time I was out of the office. This is the time of year that thousands of credit union leaders are in Washington, DC. Ask yourself why and what are the rewards? Consequences?

Self direction, or the lack of, is almost always associated with role awareness and when I see a person that lacks self direction it is a sign that they have not conducted a long-term strategic plan for their life. Leaders are good at planning other's lives, and planning for their organization, but not so much for themselves.

2. Be a great listener. Listening is not just with your ears. It is you, your eyes, your undivided attention and your heart. Thinking back to that person you perceive as incompetent, they are in all likelihood a poor listener. I met a lot of them and they can be volunteer directors, examiners, staff, vendors, or members. The fact that they don't get it or see it is the challenge. People that talk the most have the least to say. They are not passionate about their job and that is their developmental issue.

3. Build a bridge. Leaders that have not demonstrated a willingness to do so are reluctant to engage because of past failures. Perhaps your board or the examiner does not share your view of success. It is different for all. Theirs is often a world of "one size fits all". To change a system does not need to be adversarial. Unless the other parties are hopelessly incompetent (and I accept that some are), or they have been poorly trained, or simply lack the resources, there is room for compromise. Building relationships across divisions of culture, and honoring what people are compels you to build bridges.

Steps you can take can include commitment, deliberate action, courage to face change, ongoing action, and accountability. All are reasons that you can be a successful leader and take your organization to greater heights.

To correct this problem you need to identify those characteristics in yourself that are possible obstacles to be overcome.

To receive a complimentary assessment of your leadership traits, contact KES Group at info@kesgroupllc.com.

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Which Job Search Websites Should You Trust?

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Most of us are fairly aware of personal identity theft, but when it comes to finding a new job, there is a certain amount of personal information that you are expected to give up, even in the initial stages of searching for a job. So, although you might want to trust all job search websites that are online, you should know that they are not all alike and that by entering your personal information, you could be getting yourself into big trouble.

What Should You Look For?

No matter how desperate you are for a job, you still need to be smart about who you are giving your personal information to and that includes everything from your phone number to your date of birth. Obviously, your Social Security number should only be given directly to an employer if necessary, and not offered up to anyone who seems to have a potential job for you.

Therefore, when you are looking at job search websites online, you will want to make sure that they have a track record, that they have been around for a while, and it also doesn't hurt to go online and see what the reviews have to say about them. If they are truly a legitimate site that offers jobs or advice on jobs, you will undoubtedly find plenty written about them.

How Can Job Search Websites Help You?

With unemployment as high as it is right now, it goes without saying that simply applying for a job that you see listed online probably won't get you very far. Although you might be the perfect person for the job and highly qualified, unfortunately the employer will probably have to work their way through hundreds of resumes or job applications before they ever get to you.

But, when you use certain job search websites, specifically those that pertain to your area of employment, then you will have a better chance of being considered for any job and you will also find jobs that just never get listed on traditional job listings. For instance, if you work in a highly technical industry or your job requires a number of specific certifications, then a potential employer will always be more successful in finding the right person if they go direct to the source, and that is where the highly qualified people will be looking for jobs.

What Else Can You Learn?

In addition to finding jobs that you might not find anywhere else, job search websites can also give you a lot of help on redesigning your resume and making sure that it is not only up to date, but also appropriate for the type of job you are looking for. They can also be helpful in showing you how to use social media, career blogs, job boards, and other online resources to your benefit. If you play your cards right, the information you get from these kinds of web sites will have employers knocking on your door, instead of the other way around.

Jenna Pearson is a personal branding expert and a contributing writer to Career Rocketeer, specializing on the subject of job search websites. Save time and money by getting FREE in-depth information on personal branding, as well as insightful tips and tricks on turbo-boosting your career, at this website: http://www.careerrocketeer.com/

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Can a LinkedIn Job Search Work For You?

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Most of us have a fairly large social network, whether it is on Facebook or Twitter, or on one of the other social media websites. However, when it comes to looking for a job or furthering your career in some way, you will want to make sure that your social life is separated from your career life and that is why a LinkedIn job search is so much more beneficial.

What Is It?

If you have never used LinkedIn before, then you should know that it is a social media tool that is really designed to keep track of your social network of career-minded people, rather than your family and friends. Suffice to say that there are no games to be played on LinkedIn, you don't put up silly photographs of yourself, and you don't post smart aleck comments on your page.

How Do You Build Your Network?

If you are interested in doing a LinkedIn job search, then the first thing that you will need to do is establish your online profile, create resume, and post just what it is that you are looking for. Then, you will want to start making connections with people in your industry, those you may have worked with in the past, and those that you are working with now.

LinkedIn makes it very easy to search for old colleagues and you might be surprised at just how quickly that you are able to grow your network, keeping in mind that once you are linked to one person, you can then link to their friends or colleagues, too.

How Does This Help You To Find a Job?

It is important to keep in mind that the most common way that people get jobs even in this electronic age is through word of mouth. If you come highly recommended by someone that the employer knows, they you will have a much better chance of getting the job than anyone else. The primary way of doing a LinkedIn job search is to let everyone in your circle of friends know what you are looking for, and then they can forward your information (highly recommended, of course!) to their colleagues.

Do People Post Job Openings There?

Another thing that a lot of people don't realize is that many people who are in a position to hire people will post their job openings directly on their profile or send it to all of their friends on LinkedIn. The reason why this is such a successful way of getting a new hire is because you already know that the people you are contacting come highly recommended by someone that you know and since you are all pretty much in the same business anyway, you will get people applying for a job who are obviously qualified.

A LinkedIn job search is an affordable way for an employer to find a new employee and it is one of the easiest ways for a potential employee to find out about jobs for which they are already qualified.

Jenna Pearson is a personal branding expert and a contributing writer to Career Rocketeer, specializing on the subject of LinkedIn job search. Save time and money by getting FREE in-depth information on personal branding, as well as insightful tips and tricks on turbo-boosting your career, at this website: http://www.careerrocketeer.com/

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