4 ways to stop your perfectionism from taking over your life

4 ways to stop your perfectionism from taking over your life4 ways to stop your perfectionism from taking over your lifeIt takes you forever to complete tasks because everything just has to be perfect. Your standards are through the roof, costing you a massive amount of time and and energy every time you have to get something done at work or at home.If your need for perfectionism is sucking up all of your time and destroying your mental clarity, here are a few tips for bringing yourself back down to earth.Remember that there is no perfectThe need for every single thing to go exactly the way you planned can be paralyzing, and leaves you no room for error - which is a necessary part of life and growth.In addition, the entire concept of perfection is a fantasy,argues entrepreneur and motivational speaker Evan Carmichael.There is no perfect your main goal is just trying to be better than you were yesterday, Carmichaelsays.He gives an example about would-be YouTube stars who record thei r first video, but then get so caught up in what they dont like about their finished product, they never upload it to the channel.This crushing perfectionism is getting in the way of them being able to share their work with the public - flaws and all - in order to be able to learn from their mistakes and make a better product next time.Or, as shame and vulnerability researcher and bestselling author Bren Brown writes in her book The Gifts of Imperfection,Perfectionism is self destructive simply because theres no such thing as perfect. Perfection is an unattainable goal.Think about the bars you set for yourself vs. othersExpecting yourself to bethe best at everything is not realistic - or sustainable.Odds are, youre expecting too much of yourself. Dont believe it? Think about the standards you set for others - compared to yourself - to see where the differences are.What would you expect from someone else in your situation? If youd be happy with your performance if it had come fr om someone else, then give yourself the recognition you deserve, author Nathalie Thompson, author of the book FearLESS, writesinHuffPost.By that same logic, however, dont become overly concerned about how other people perform, and whether you measure up, she says.There will always be people who are better at what you want to do than you are. Likewise, there will always be people who are worse at it, too Your worth as a person is not and should not be dependent on how you compare to anyone else around you, Thompson writes.Abandon the du sagst es shouldStressing about other obligations you have can weigh you down, and take you away from the present moment.Blogger Nicole Varvitsiotes writes about what happened when she ditched the word shouldin an article for The Muse.Ridding should from my vocabulary helped, too. It was an eye-opening experience, realizing how often I felt burdened by the 18 things I should be doing instead of being at a friends bonfire. What things should be or look like. The self-recriminations slowed as I lowered my unobtainable standards, and eventually I didnt need to be an eight-packed runner with a 401(k) and a book deal to know my worth. Now, I tell myself So what? and move right along to celebrate my friends, loves, and self, she writes.Dont feel guilty for being in the present.Get comfortable with the word noDont stretch yourself too thin.Life coach and psychologist Matthew Jones writes that overcommitting yourself to too many things - no matter how well-intentioned - because of your drive to do them all perfectly will only backfire.Perfectionists often struggle with saying no to new opportunities due to their high ambition, Jones writes in Inc.Stop taking on extra tasks that arent directly related to your passion so that you can invest in your own wellbeing and continue working on what truly matters.Although it might seem like you want to tackle new volunteer work, new tasks at your job and helping a friend in need, if you dont mak e an effort to prioritize yourself and your needs, you could end up feeling resentful and exhausted.

Top 5 Reasons You Never Hear Back After Applying For A Job

Top 5 Reasons You Never Hear Back After Applying For A JobTop 5 Reasons You Never Hear Back After Applying For A Job People often wonder why they never hear anything back after they hit send on the email with a resume attached or on the on-line job application. If youre very lucky, you might have a preliminary email exchange with a recruiter and then never hear from them again. Its a depressing experience, and one which also casts a shadow on the hiring companys reputation. So why does it happen? Is it you, is it them, or is it just something every candidate must prepare for in the hiring process?Theres no question job seekers face an uphill climb. High unemployment nationally means more competition for every position according to a January 2012 article in the Wall Street Journal , Starbucks attracted 7.6 mio job applicants over the past 12 months for about 65,000 corporate and retail job openingsAn oft-cited recruiters complaint is that as many as 50 percent of p eople applying for a given job simply arent qualified. Adding to the challenge, most large companies and many smaller ones use talent-management software to screen resumes, weeding out up to 50 percent of applicants before a human even looks at a resume or cover letter. The deck is definitely stacked against the job seeker. So how do you break through?Here are my top 5 reasons youre not hearing back after applying for a job, with five suggestions for ways to avoid the Resume Black Hole.1. You really arent qualified. If a job description specifies a software developer with 3-5 years of experience and youre a recent graduate with one internship, its unlikely youll get a call. Avoid disappointment dont apply for jobs for which you lack qualifications. Most job descriptions are written with very specific requirements. Yes, the company is trying to find the most qualified candidate yes, they are trying to weed people out. Its not personal, its business.2. You havent keyword-optim ized your resume or application. Job descriptions are salted with keywords specific to the skills or attributes the company seeks in applicants. A close read of the job description is a necessity, as is keyword-optimizing your resume and cover letter, if youre using one, or email. If the job description lists words in a certain order, e.g. a list of programming languages required, use the same order in your resume.3. Your resume isnt formatted properly . You might think distinctive formatting will set your resume apart, but automated programs dont care if a document is pretty. Help a machine out. Be consistent in formatting consider using separate lines for former employer, job title, and years worked.4. Your resume is substantially different from your online profile . LinkedIn, Dice and other online profile sites can be useful tools, so its important to make sure they match whats on your resume. This may seem to be a contradiction in 1 I advised keyword optimization but its rea lly common sense. Jobs worked, employers, years on the job and other details should match. The subtext here is always tell the truth .5. The company received 500 resumes for one job posting, and yours was 499 th in . Looking for a job is a job. Do your research know which companies you want to work for, organizations where you sense culture fit. Every morning scour the job postings and jump on anything for which youre qualified (and in which youre interested.) Being early with your resume or application does matter. Check back often in the first few days to make sure the listing hasnt changed. Often a company will post a job and halfway through the process change the description.Its hard to game the system. Your best bet is still a personal referral, and even that may not be enough to get a call. A guy I know gave his resume to a woman who worked at a company where a good job had been posted. He received an automated email noting his resume had been received but never heard a nother word. After a month he asked his friend to check with the recruiter. It turned out the job description had changed, but the recruiter never bothered to let the referring employee or the applicant know. This isnt unusual, unfortunately. So what can you do?1. Research interesting companies on social media. Find out who the recruiters are and follow them. Many will tweet new postings, so watch their streams and jump on anything for which you are qualified. And if they tweet news saying the companys had a great quarter, retweet the news with a positive comment.2. Consider starting a blog in your area of interest or expertise. Its a social world time to build a trail of breadcrumbs leading to you. Include the blog, and links to any especially relevant posts, in your emails to recruiters with whom youre working.3. Get professional help with your resume. Either a resume writer or an SEO expert can help you increase your odds of getting through the talent management software. If you cant afford this step, read the top career blogs for advice.4. If at all possible, dont wait until youre out of work to find your next job. I realize for many people this isnt possible or might even be offensive, but your chances of finding the next job are best when youre still employed.5. Network . Old advice, but still true. Be visible, be upbeat, be informed about industry trends and news in your area of expertise.Finding a job is tough, no question. Ive talked to other recruiters who say they only respond to 30 percent of applicants. The odds are good youll be in the 60+ percent who hears nothing a lot of the time. Dont take it personally its not a rejection of you, its a reflection of the times. If you dont hear back, know youre not alone.

This is the one character trait that successful people share

This is the one character trait that successful people shareThis is the one character trait that successful people shareWhen you blame past employers, bad management, and late clients for your shortcomings, employers notice. In fact, successful leaders- from real estate mogul Barbara Corcoran to San Antonio Spurs head coach Gregg Popovich - say a lack of accountability for ones actions is a big red flag that will turn their yes into a no, thanks when they are recruiting clients and new team members.In an interview with Business Insiders podcast, Success How I Did It, Corcoran said that when she hears entrepreneurs say The shipment never came in or The guy didnt do this such and such, she hears these as excuses. It makes her less likely to invest in their businesses.When you say thats not my fault, its a red flag for employersIts another version of Oh, poor me, Corcoran said when explaining why people who offload blame are red flags. The minute I hear that, I go right to my wall whe re I have all my entrepreneurs and frames, beautifully matted, and I hang that picture upside down. And why do I do that? Just to remind myself that I shouldnt spend any time with that person, because theyre never going to succeed.Corcoran said her most successful business are run by resilient entrepreneurs who are so good at taking a hit and getting back up. Becoming a resilient employee doesnt mean youre impervious to failure. It means that you take that failure and learn from it. You dont brush off critiques with Thats not my fault. Instead of shifting accountability to other people, you own up to your role.A character deficitFor Popovich, who has led five NBA teams to championships, he sees blaming others for your shortcomings as a character deficit. When he is interviewing young recruits, he said he asks himself, Has this person gotten over himself? If you attribute all of your failures to external factors, he believes the answer to that question is no.If Im interviewing a youn g guy and hes saying things like, I should have been picked All-American but they picked Johnny instead of me, or they say stuff like, My coach should have played me more he didnt really help me, Im not taking that kid because he will be a problem one way or another, Popovich said in an interview for Forces of Character Conversations about Building a Life of Impact. He added Ill find somebody else, even if they have less ability, as long as they dont have that character trait.Taking ownership for your actions is the determining factor for your future success on his team, according to Popovich. He said he wants to know whats behind your bluster, because if you cannot enjoy someone elses success and if you spend all your time talking about yourself, youre not going to be a good team player.The keyWhether youre competing to play sports professionally or you want someone to invest in your idea or your career, you need to recognize that how you tell the story of your career is as importa nt as the story itself.Your future employer wants to know more than your individual career highlights and achievements - above all, they want to know how well youre going to fit in on his or her team.

How to Make Your Co-workers Feel Appreciated -The Muse

How to Make Your Co-workers Feel Appreciated -The MuseHow to Make Your Co-workers Feel Appreciated You love your colleagues, right? Seriously, they make your day. (Well, most of them.) But do they know that? According to writer Peter Economy, praising your co-workers can result in numerous positive changes for you, including stress reduction, an increase in empathy, and even better health. Also, showing gratitude at work increases team morale and makes you (and those around you) happier. While that all sounds obvious, not enough people put it into practice. Use behauptung simple tips to show your co-workers just how happy you are to work at the same company. Sure theyre basic, but theyre also the first things people forget about when their to-do list is growing and they have a million and one things to get done.1. Write a NoteThe other day when I got to work, there was a handwritten note waiting for me. When the mail youre used to getting is primarily bills, junk mail, and catalogs, its exciting to get an actual letter In fact, I keep the thank you notes displayed at my desk so that when Im having a tough day at work, I can quickly take a look and boost my mood. 2. Give CreditSay youre in a meeting or on an email thread and someone mentions a successful project youve worked on. If the project was a team effort, mention all of the members who helped make it a success. Explain what they did and how they directly contributed to the outcome. If there are too many names or contributions and it starts looking like an Academy Awards speech, even a brief, The entire absatzwirtschaft team was invaluable goes a long way. 3. Give Positive FeedbackRecognize and praise peoples accomplishments when you see (or hear about) them. It doesnt havent to be in a long, melodramatic email- just saying it aloud can do the trick. Include specific examples that explain why you were impressed, and how the effort benefits you, your team, the company, or clients. 4. Tell the BossYoure not the boss? Well, you can still put in a good word and let the person who determines your co-workers salary, promotion, and assignments know that hes done an outstanding job. While you hope your teammates managing up and regularly sharing his accomplishments, it bolsters someones claims when his manager hears the same positive news from someone else. For example, my supervisor recently shared with me that hed emailed two people on the management team to tell them how much he loves working with me. I was so proud It made my week 5. Offer to HelpIf your teammates overwhelmed with work, offer to help. Yes, it may mean that you stay a little later (and miss that show you really wanted to watch), but it will show your co-worker that youre available when needed.Facing a slow day at work? If you finally have downtime in your schedule, email your team and see if anyone needs your assistance. Be the person who is willing to step in and print reports, staple presentations, and do the less glamo rous projects that still need to get done. People will appreciate it- and be more likely to repay the favor when youre in a bind6. Accept Constructive CriticismConstructive criticism is not fun, per se. But if you really listen to what the other person has to say (or read what he or she has typed in an email)- as opposed to getting defensive- hell feel validated. Sure, its hard to hear tough feedback, but your co-worker is only taking the time to provide it because he genuinely wants to help you improve. By considering his suggestions, youll be demonstrating that you appreciate his perspective. 7. Put Your Co-worker First, the Work SecondIts so incredibly simple, yet something thats often overlooked. When you email someone asking if she has added slides to a presentation, kick it off by asking how her weekend was. Itll make working together more enjoyable and itll show that you appreciate your teammates as actual philanthropisch beings- not just people who are good at their jobs. 8. Start a TraditionCompany traditions increase bonding and team morale. You can ask anyone who works at a tradition-filled company and youll discover that its true. For example, at my job we choose a Kudos King or Queen at every team meeting. When you nominate someone, you have to mention the core value he portrays, something specific he did, and how it affected you, the team, a client, or the success of a project. 9. Say Thank YouThis one is so obvious that it should go without saying- but just in case you need the reminder The simplest way to show appreciation is to say thank you. The trick is to mention something specific and explain how someones efforts impacted you and- ideally- the company. For example, rather than stop at, Thank you so much for all of your hard work with the client kickoff, continue with, The client was so impressed with the exercises you put together. They really helped to start the relationship off on a positive note So, start implementing ansicht nine tips today. Not only will your co-workers feel more appreciated, but you may soon find that youre feeling less stressed and healthier yourself. And wouldnt that be nice?Photo of happy face courtesy of Shutterstock.

Want to Know More About Teacher Resume Template Free?

Want to Know More About Teacher Resume vorlage Free? The Honest to Goodness Truth on Teacher Resume Template Free Be sure that you have all the vital certifications to supply the ideal education for your students. Educators, like teachers, must be suitably equipped with the right formal wisdom and classroom administration. Education and skills qualifies an applicant for mora processing but doesnt necessarily mean immediate success. Teacher resumes can be more complicated to create than those for different fields on account of the abundance of certifications necessary and additionally the wide range of teaching jobs out there. The work ad will provide you with clues on what the school is searching for in a teacher. It can help you to have a dream job. As you start trying to find jobs as a teacher, take some opportunity to rate your targets and techniques. Teaching jobs usually need specific degrees and certifications, so be certain to highlight your education. In addition, y ou can learn more on the subject of education careers on Monster. If you have little teaching experience, include volunteer positions and co-curricular pursuits that involve teaching in some manner. You will also find a good example of a resume written especially for an early childhood education job. For your objective statement to work, it has to demonstrate that as a teacher youve got the skills, knowledge, or experience to fit in the mission, vision, or aims of the school. The Importance of Teacher Resume Template Free In a globalized world, its inevitable that schools accept a growing number of students coming from several nations and cultural backgrounds. You are handling academic institutions and many administrators are extremely keen in regards to hiring teachers. Most teachers should list all their certifications, or any time they anticipate receiving them. If youre a school teacher resume, consider that being an excellent school teacher professional is a lot more th an having recognized certificates, in addition, it depends a good deal about how youre, how you are able to enhance employers institution and enrich the lives of the students. That hiring manager ought to be fired. Obviously, youre likely to include things like the fundamental certifications that each and every teacher is needed to get, but you might have advanced certificates too. Even experienced teachers need to renew their licenses every fixed number of years, and several enroll in supplementary training or greater education programs to advance their career. It is crucial to earn a call on the development of your application. Resume templates are one method to guarantee structure behind your resume. When writing it, to start with, write your complete name, telephone number, address and even your e-mail address right at the exact top of it, you should be sure all your professional information is clear enough and simple to read. Color signals which youre ready to present in formation in eye-catching ways. Teacher Resume Template Free Secrets That No One Else Knows About An effective objective is a superb approach to start your teacher resume. Each bullet point ought to be relevant to the job which youre applying for. A teacher resume template needs to be written keeping the essence of job in mind. Dont bullet everything. The Dos and Donts of Teacher Resume Template Free In writing resumes, youve got to take into consideration every facet of it. ur thorough guide to teaching interviews will make certain you are prepared to shine in your interview. Should you need an example to take a look at, make certain you have a look at the sample teacher resume at the close of the guide The principal teacher resume page lists a variety of different samples that may also provide you ideas about how to draft your own version when youre getting reading to put in an application for a teaching post that interests you. The Teacher Resume Template Free Cover Up Writing a teacher resume template can be rather challenging. Dont hesitate to utilize it like a sample teacher resume. Choose the teacher resume template that is relevant to your circumstance. If this Elementary School Teacher resume example was not sufficient for you, youre totally free to review several other samples and templates from our website. Teacher Resume Template Free Ideas Your education section should always arrive directly following your header. Below is a concise summary of the sorts of sections you may include on your resume. Very good teachers are famous for their vivacity and sunny disposition. Dont be scared to become specific in this section. Ok, I Think I Understand Teacher Resume Template Free, Now Tell Me About Teacher Resume Template Free A resume ought to be unique and well structured so as to stick out from the rest of the resumes and clearly advertise your abilities. Focus has to be on your qualifications and experience to create the emplo yer feel that youre the ideal fit for the vacant position. Your Teacher Job Interview When you land the work interview make sure youre well ready to stand out as a fantastic job candidate. The perfect credentials are indispensable to your job search success. Demonstrate employers that you comprehend the essence of the job and also are knowledgeable about the requirements to get ready for the work properly. If thats the case, your resume can nevertheless be quantified, and provide the hiring manager a concrete idea of the reach of your abilities and abilities. The good-structured and attractive resume will help you have the offer smoothly.

How to Make a Recruit Quit

How to Make a Recruit Quit a 2-factor model of setting up for failure Age wrinkles the body. Quitting wrinkles the soul.General Douglas MacArthurTHE QUITTING CATASTROPHEAlmost everybody thinks about quittingat least once during a lifetime of employment. I dont know everybody, but I would bet on it. Its an even safer bet that the most likely reasons are the most obvious low pay, poor advancement prospects, unreasonable unpaid overtime, unacceptable work environment, personality clashes, bad hours, a better job, health, family obligations or family way, or utterly tyrannical babothings like that.Boredom as Catalyst, Not Cause of QuittingA riskier bet is that employees quit from sheer boredom. In my experience, boredom is a catalyst for finding aleidzu sich reason to quit, e.g., a better job offer. In and of itself, boredom seems to be insufficient to make most employees walkperhaps because boredom i s widely seen to be like a layered lamination on work, much like Teflon on a frying pan It ultimately prevents sticking to the job, even though, because or while it allows the employee to fume, burn, burn up and burn out.If boredom were sufficient to directly and immediately trigger boredom, most factories, fast food restaurant kitchens, data entry jobs, toll booths and much of the rest of the economys postings would be impossible to fill or to fill for very long.Once the reasons become mora psychologically complex than, for example, 1-dimensional economic or ergonomic factors (such as computer eye strain), their dynamics become more subtle, more obliquecase in point being how boredom functions more as a catalyst than as a cause.1-Factor vs. 2-Factor QuittingThe subtlety can informally be measured by how long it takes the quitting employee to explain the departure and for it to be comprehended Low pay takes one second eye strainone second permanent maternity leaveone second overwork edone second heart attackone second.However, compare some of the more complex psychological reasons, which take much more time. In doing so, you may discover some very important mistakes to avoid and useful questions and areas to explore with candidates in order to determine vulnerabilities to these kinds of job-jeopardizing stressors.Most importantly, you will come to understand a simple 2-factor model that describes how to set a candidate up for job failure, in the form of provoked quitting. That model is called catastrophe theory1. A really bad mix of low decision latitude and high demand load Quitting is more likely if an employee has a high demand loadintuitively, simply too much to do, too much pressure to do it, too little time in which to do it, etc., and also has low decision latitudenot much discretion, autonomy, freedom to do the job as he or she fits, using whatever tools seem appropriate, little control over the performance and execution of tasks, and the like.In additi on to quitting being more likely, so is cardiovascular disease, according to the 1970s pioneering research of Dr. Robert Karasek and of the follow-up studies and models of those who have refined, reviewed, and extended his findings. Karasek and those who have modified his views generally believe that a 2-factor model does a pretty good job of predicting who will and wont be at risk of cardiovascular events such as heart attacks. The initial model welches framed in terms of this latitude-load duality. Refinements and rival focus on variations such as control or, more specifically, inner locus of control.If you are a corporate recruiter, you should vet the job to be sure that the load and latitude are well balanced, before placing the candidate. On the other hand, if you are an agency recruiter, you might find yourself having to fill that position again and sooner than you would have expected.2. Toxic mix of responsibility without authority holding-gesellschaft an employee responsible for results while denying the same employee the authority to get the job done is one of the fastest ways to lose that worker. Notice how this phenomenon, like the latitude-load problem, is controlled and created by exactly two variables, neither one of which alone would be sufficient to push the employee over the catastrophic edge and out the door.A boss tells an employee to get something very important printed by 5 pm. The employee rushes to the printing department to get the job done, but is told he needs a requisition form stamped by the bosswho has, in the meantime, left and gone fishing for one week. This scenario is episodic or acutea perhaps isolated instance, probably insufficient to get someone to quit (if he didnt get fired first), although it could, if the consequences for the employee were dire or exasperating enough.More serious is the chronic case in which the job is structured in such a way that the employee has this bind on an ongoing basis, without respite. An exam ple would be the placement of a candidate as a project manager who requires the cooperation of a second team over which he has no authority, when the second team is in a turf war with him or is simply underperforming in ways over which he has no controlcontrol being a variant of authority and latitude.If you are a recruiter who is conscientious or has a conscience, never place a candidate in that kind of positionin both senses of position, unless you want to set her or him up for failure.3. Disrespect requiring welchested time/energy A job situation featuring this one is like a cased of holding a grenade in one hand and the pin in the otherguaranteed to make an employee explode, with indignation, resentment and at least borderline rage.Ive seen it and inadvertently triggered it. Heres how it worksrather, doesnt work A supervisor tells or otherwise indirectly suggests to a staff member that because she failed to do something satisfactorily, she has to do it all over again.Example I w as lecturing at a university and needed a document from another departmenta letter to be sent overseas. One of that departments secretaries was given the text, typed it up and handed it to me. I looked over this very important letter and gently pointed out that the letter was fine, except that the text wasnt justifiedwasnt square on both sides. Oopswithout realizing it, I had just pulled the pin and held on to the grenade. What I did was to take the two deadly steps of this process First, I seemed to imply she was not a good typist second, the first step entailed her doing the job over and printing the letter out again.From an objective point of view, the time involved was a matter of several minutes and the energy negligible. But from her point of view, it was enough of a waste of her time to make my other transgression, viz., criticizing her, weigh heavily enough on her mind for her to give me a jolting, over-the-line, over-the-top, utterly out-of-place rebuke bordering on a rant. Given the politics of university administrations, she crossed the line in rudely and disproportionately assailing a faculty member she had just met. A definite no-no, yet clearly one she felt compelled to commit. Thats how inflammatory disrespect + wasted time/energy can be, as combustible as oxygen and hydrogen, lit by an unwary, unaware match like myself or some unwitting boss. Imagine what can happen when the job re-do takes days or weeks, instead of two minutes, such as a tossed business plan.Once again, the model is a 2-factor model, exactly like the first two in my list. One reason for this pattern is mathematically abstract To trigger an unexpected catastrophic reponse, three variables are the minimum requiredtwo as the triggers, the third as the response.This is the kind of thinking that underlies a recondite branch of mathematics called catastrophe theory, which, in its simplest rendering, elementary catastrophe theory, models sudden catastrophic change as caused by some cr itical combination of two triggers. A field developed in the 1960s and thereafter by the mathematicians Rene Thom and Christopher Zeeman, elementary catastrophe theory has also been used to model and explain prison riots, bulimia and stock market fluctuations,The most easily understood example is that of a cornered wild animal, say, a feisty animal like a badger. Up to a point, the badgerish animal may retreat. But once the cornering threat crosses a certain critical but unpredictable point in approaching it, the animal will suddenly reverse its course and attack. The two controlling variables are the animals fear and rage, themselves modified by the distance between the badger-beast and the threat. The response variable is the continuum from flight to fight calibrated in degrees of aggressive engagementflight being zero, fight-to-the-death being the maximum.4. Blocking Freeze and Flight In engaging the university secretary, I was oblivious to my crossing her line as I increasingly made her feel badgered. The two controlling variables in her case were the perceived degree of disrespect and the perceived waste of her time and energyultimately involving my wasting my breath.In the catastrophe cusp modeling of this situation and all of the above, both variables have to reach critical levels before the catastrophic response occurs. Had I merely been unintentionally disrespectful and said that I would re-do the letter, there would have been no agitated response from herlikewise, if I the file had been accidentally deleted by her.A more general variant of this office scenario is the blocked freeze and fight script. Threatened animals normally attempt one of three things fight, flight or freezethe latter like a vigilant motionless rabbit waiting for the hunting fox to leave.Given that quitting corresponds to flight, the controlling variables become the degree of fight and the degree of freeze that can be employed to overcome the threat or the stressor. If one of them approaches zero, e.g., fighting back and confronting the boss, is not possible, then perhaps the other, simply freezing, like a deer-in-the-headlights deer, until the crisis has past may work.But, if freezing and fighting are not viable options, e.g., the boss continues to oppress or frustrate the employee, the 2-factor catastrophe cusp model (shown above) predicts the employee will quit. In this instance, imagine that as the critical combination of inability to fight and inability to flee increase, the employee is driven over the edge, crashes onto the quitting zone and quits, perhaps to repeat the uphill cycle at the next job.This is a simplification to the extent that the employee may find alternative coping strategies, such as reframingseeing the boss, the job or herself in a different, more comfortable light. Nonetheless, it remains true that, with this kind of catastrophe dynamic, it takes two to detonate as well as to tangotwo variables, plus the response, not just two peopl e.AdviceIn recruitment, such 2-factor catastrophescould take the form of a career recruiters helpfully advising a candidate to re-do his resume and then somehow never hearing from the candidate again. In this case, mine and most others, intent matters so much less than the respondents perception. The implied criticism is the pin, the re-do, the grenade.In all of the foregoing instances, quitting (or severe health-endangering stress) is precipitated by two controlling variable reaching critical threshold levels, thereby triggering the quitting response. You would be well advised to reflect on any placed recruit who has quit, to try to identify what those variables may have been, given the likelihood that the catastrophe theory model applies. Similarly, if an job applicant suddenly disappears, consider the possibility that you did two things and to a degree that, in combination, were enough to make her give up on you.One final application Having made this article long and deep enoughl ength and depth being the two controlling factors, I predict that you will now quit reading.