These are the states that hate Candy Corn the most

These are the states that hate Candy Corn the mostThese are the states that hate Candy Corn the mostThere is only one more day until Halloween so clearly at least 90% of ur thoughts are on sugar intake. And honestly, is there another candy that is the catalyst for as many feverish conversations as Candy Corn? People are so absolutely divided when it comes to this odd seasonal candy and so is the county apparently, according to new data.As comedianLewis Black once joked,Candy corn is the only candy in the history of America thats never been advertised. And theres a reason - all of the candy corn that was ever made was made in 1911. It is the strangest of confections, even more so than Pixie Stix, Fun Dip (really any of the candies that are straight sugar in a tube or bag put in colorful wrapping so you think it is more) and the conundrum that is cotton candy. Good n Plenty has been known to break up many a friendship as well but nothing can cause a rift quite like Candy Corn. And yet today is National Candy Corn and here we are a country divided over it according tothe staff over at food sitethedaringkitchen.combased on geotagging data from Twitter.Over 100,000 geotagged tweets were tracked about candycorn and over 50,000 revealed a sentiment, or opinion on it. This data was mapped out showing which states are procandycorn, and which are anticandycorn. And based on some of the tweets, many people have a very strong opinion on the matter. You cant quite call it an East Coast or West Coast thing (though pro-California is an awfully big state) and though it was close the states that likecandycornwon out, with 28 states as opposed to the anticandycornstates with 22. Also interesting to see the regional similarities and differences (the south largely doesnt seem to be a fan).It was also found that women likecandycornslightlymore, as they accounted for 54% of the positive tweets, about it. I, a woman, do enjoy the corn that is candy but only during the month of Octobe r and my diet also resembles that of Buddy the Elf so I am not sure if I should be looked at as a subject.

Assessing Leadership Potential Using the 9 Box Model

Assessing Leadership Potential Using the 9 Box ModelAssessing Leadership Potential Using the 9 Box ModelWhen using the performance and potential (nine-box) matrix, leaders are assessed on two dimensions leadership performance and potential. The Two Dimensions Managers usually can rate their employees fairly accurately and with confidence when it comes to assessing performance. The discussions are unemotional and non-controversial. They often bring copies of employee performance appraisals (last three years) or geschftlicher umgang scorecards to talent review meetings, and rate the employee on a simple three-point scale A equals high performanceB equals mediumC equals low Managers often struggle when it comes to assessing potential. It is also where the use of the nine-box model comes under the fruchtwein criticism or confusion. Potential is often defined as 1 equals high potential2 equals medium potential3 equals low potential There are two reasons for why assessing potential is so hard People are not always clear and consistent as to what potential means and how to assess itUnlike assessing performance (the past), assessing potential involves predictingthe future.Predicting the future can never be 100 percent accurate if it were, we could all get rich playing the stock market or gambling, and there would be no such thing as anNFL draft bust. The Seven Ways While assessing potential is always somewhat subjective and uncertain, there are a few things we can do to improve the process. Ill list them in order from simple to more complex. Its been my experience that more complex does not always translate to more accurate. More complex can mean more expensive and time-consuming perhaps, but not always any more effective. Agree on a Definition of What Potential MeansIt is common definition, and one that I use is Promotable to a significantly larger leadership role. Its a simple definition, and most senior managers have no trouble with it. Any variation is fin e, as long as everyone is using the saatkorn definition. Discuss Each Employee as a Part of a Talent Review Meeting.Getting multiple perspectives from the entire leadership team helps reduce single rater bias and improve accuracy. Use a Valid List of Attributes That Describe PotentialThere are many research-based models, includingKorn Ferrys (Lomingers) learning agility,Development Dimension Internationals (DDI) potential model,andRam Charons list. The simplest way to use one of these lists is simply to give a list to the raters and tell them to consider the attributes when rating each employee for potential. Others may prefer a more quantitative approach, and score each employee against each item on the list to come up with a final rating. For example, for a list of ten potential criteria, calculate the total number of attributes the employee has responses and use the following scoring 0-3 equals Low4-7 equals Medium8-10 equals High Keep in mind, theres a danger to putting a number to a subjective assessment it can create the illusion of certainty. While the numbers only provide a way to quantify judgment, having a common scoring system might help improve predictability and at least reduce some of the anxiety for managers. Use an Assessment or AssessmentsSome of the same organizations mentioned about will sell you assessment instruments that measure their potential criteria. There are many other assessment instruments that claim to measure potential too many to mention. Just be sure that the assessment isvalid and reliable. Test the Employee by Observing Their Behavior and Results in an Executive Development ProgramAction learning executive development programs often involve high potential employees working in teams to solve real business issues. They provide an excellent opportunity for trained observers see these employees in action. They can be assessed on their ability to work in teams, lead, their analytical skills, their ability to influence, their re ceptivity to feedback, and their learning agility. While most participants in these programs understand that evaluation is a part of the deal, its a good practice to spell this out explicitlyprior to the program. InterviewsSearch consultantsare masters at assessing for fit and potential, and many companies hire them to assess current employees for leadership potential. Just beware of the built-in bias that may exist against current employees, i.e., they make a living sourcingexternalcandidates. Use an Assessment CenterAn assessment center is basically a structured gauntlet of assessments, tests, simulations, exercises, and interviews designed to measure potential. They are typically administered by organizational psychologists or some other kind of Ph.D. with specialized training. While Ive found them to be highly effective, they can also be quite expensive as much as $10,000 or more per person. Again, assessing for potential will always be part art and part science. Using any or a ll of the above techniques will remove much of the guesswork and increase your level of confidence that you are picking the right employees for critical leadership roles.

People decide these 9 things within seconds of meeting you

People decide these 9 things within seconds of meeting youPeople decide these 9 things within seconds of meeting youPsychologists call it thin slicing.Within moments of meeting people, you decide all sorts of things about them, from status to intelligence to promiscuity.If youre trustworthyPeopledecide on your trustworthiness in a tenth of a second.Princeton researchers found this outby giving one group of university students 100 milliseconds to rate the attractiveness, competence, likeability, aggressiveness, and trustworthiness of actors faces.Members of another group were able to take as long as they wanted. While other traits differed depending on time spent looking, trustworthiness welches basically the same.If youre high-statusA Dutch study found that people wearing name-brand clothes - Lacoste and Tommy Hilfiger, to be precise - were seen as higher status than folks wearing non-designer clothes.Perceptions did not differ on any of the other dimensions that might affect the o utcome of social interactions,the authors wrote.There were no differences in perceived attractiveness, kindness, and trustworthiness.Just status.If youre straight or gayPeople can read a mans sexual orientation ina twentieth of a second- the minimum amount of time it takes to consciously recognize a face.The rapid and accurate perception of male sexual orientation may be just another symptom of a fast and efficient cognitive mechanism for perceiving the characteristics of others,wrote study authors Nicholas O. Rule and Nalini Ambady.If youre smartA2007 studyled by Loyola Marymount University professor Nora A. Murphy found that looking your conversation partner in the eye welches huge for your perceived smartness.Looking while speaking was a key behavior,she wrote. It significantly correlated with IQ, was successfully manipulated by impression-managing targets, and contributed to higher perceived intelligence ratings.Wearing thick glassesandspeaking expressivelyhelps, too.If youre p romiscuousABritish studyfound that women with visible tattoos were perceived as less attractive, heavier drinkers, and mora promiscuous than females without any ink - which owes to stereotypes about women with tattoos.In Britain, at least, tattooing among women is often associated with ladette culture, the female equivalent of lad culture, which typically involves a proclivity for alcoholic beverages, sports, fast cars, and a plethora of mens magazines,the authors wrote.If youre dominantBald isnt just beautiful its powerful.AUniversity of Pennsylvania study foundthat men with shaved heads were rated as mora dominant than similar men with full heads of hair, and that men whose hair was digitally removed were perceived as more dominant, taller, and stronger than their authentic selves.So if its starting to go, shave it off.If youre successfulIf you want to look successful, get it tailored.Ina British-Turkish study, participants looked at photos of men in tailored versus off-the-peg s uits for just five seconds, with the guys in tailored suits rated as more successful.On the evidence of this study it appears men may be advised to purchase clothing that is well-tailored, as it can positively enhance the image they communicate to others,the authors wrote.If youre on your way to a promotionIts not just status - its earnings potential, too.Ina 2011 Canadian study, university students were shown photos of male models dressed in either business or casual attire. They were then asked questions about how that guy would perform in a variety of jobs.The results were stark Not only were the crisply dressed dudes expected to make more money, they were expected to get promoted more rapidly.If youre adventurousPeople dont just read into who you are from your appearance, but also from the way you move.In a Durham University study, students were shown video clips of 26 other students walking - some with looser gaits, some tighter.Just a few steps were needed to give a sense of personality. Students equated looser gaits with extroversion and adventurousness, while the more clipped walkers were seen as neurotic.This article was originally published on BusinessInsider.com.