Jet Printing in 3D

Jet Printing in 3D Jet Printing in 3D Jet Printing in 3DA jet engine fit to power a plane is not a piece of technology you stamp out by the thousands, like so many trinkets headed to the gumball machine. To get the kind of precision and reliability you want under the wings of todays flying machine, youll need about two years of manufacturing time, never mind the half a decade or so of designing and research that proceeds it.But now Xinhua Wu, a professor of materials engineering and the director of Monash Universitys Centre for Additive Manufacturing in Melbourne, Australia, has proved to the world that a jet engine can be made on a 3D printer.Wu had already printed a variety of components for a variety of aerospace companies, and, in zu sich view, Its not much more difficult to make the whole engine, once you know how to deal with the materials. To do just that she applied for a grant from the Australian government.Wu had previously made 3D printed parts for GE, Boeing, and otzu sic h companies, and she had learned that such cutting-edge products were not ones she could use to flaunt the capabilities of new additive technology. So, with those funds, she set out to rebuild a 40-year-old engine. Provided by Microturbo, its one that can still be found on the Dassault Falcon 20. The older design I can display to the world, says Wu. If its a new design there is confidentiality, and we cant show anyone.Professor Xinhua Wu with a 3D printed engine. Image Monash UniversityTo print the engine, Wu and her team went through piles of 2D drawings and scanned the engines parts (several of which were not represented in the drawings). They also determined the material of each component to reproduce it with precision. They worked to optimize the printing process to be as fast as possible, and to use as little supporting material as possible. One particular challenge were the 100-micron holesnot a trivial size in the world of 3D printing.After a year of work, they printed two co mplete engines. Now, should anyone want another, they can print it in a matter of monthsyears less than it would have taken to build in the past.In theory, the engine is ready to be fired up and even power a plane. There is nothing stopping anyone from doing it, says Wu. The only thing is we signed an agreement beforehand. Were not allowed to do that. Nor are they allowed to run off a few spare parts. The same agreement dictates that Wu and her team cut the weight of certain components before firing it up. A direct duplication of the current engine is straightforward, she says. But we are going to change the design, and that becomes challenging. That will be the next step.But thats not the only next step. Already, several engine manufacturers have approached Wu about building a newer engine. Duplicating the materials used in the older engine was a self-imposed constraint unique for the project. But those materials were better suited to casting and forging. Now Boeing has asked Wu to design a material and process more appropriate for 3D printing. And machining companies have come to her hoping shell pass down her knowledge.However, much of Wus work is likely to change how things might be printed in the future. The first goal, she says, is to demonstrate the abilities of 3D printing.Michael Abrams is an independent writer.Learn more about the latest technologies in 3D printing at ASMEs AM3D 2015. For Further Discussion A direct duplication of the current engine is straight forward. But we are going to change the design, and that becomes challenging.Prof. Xinhua Yu, Monash University

How to Find Out Why You Didnt Get the Job

How to Find Out Why You Didnt Get the JobHow to Find Out Why You Didnt Get the Job You send in a stellar resume . You blow the recruiter away in the phone screen . And you wow everyone you speak with during your in-person einstellungsgesprch . And yet, you still dont get the job. Worst of all, you dont know why you didnt get it - you either didnt hear back at all, or received feedback so vague that its virtually useless (e.g. We decided to go with anotlageher candidate who welches a better fit.) Is there anything worse?Its incredibly frustrating when a recruiter or hiring manager doesnt share a concrete reason why you were passed over, but if it happens to you, dont worry. Often, theres still a way to figure out what went wrong - heres how.If you have the contact info of the hiring manager, its best to chat with them rather than a recruiter or HR representative, says Ren Burgett, career coach and owner of 3R Coach .An HR manager or recruiter is mora likely to give you a programmed HR response such as, We found a candidate that was a better fit for our needs. The hiring manager is more likely to give you a candid response, she explains.If you havent already been in touch with the hiring manager , though, you may want to reach out to someone who can point them in your direction.If you dont have their contact details, you need to get in touch with whoever your point of contact was throughout the recruitment process. Even if they cant provide feedback themselves, they will be able to pass your query onto someone who can, says Steve Pritchard, HR Manager at Cuuver.com .When you havent been given the hiring managers contact information, it can be tempting to bypass your point of contact and look them up on LinkedIn or Google their email address, but this is a mistake, Pritchard says They may not feel too comfortable with you contacting them using a number/email they didnt provide you with.Nobody wants to engage with a candidate who sounds de manding or presumptuous, so make sure to open your message with a note of thanks. Thanking someone for taking the time to interview you and provide the opportunity can always departure the conversation in a positive manner, says Shanalee Sharboneau, President/Technical Recruiter at Staffing Science, LLC .In particular, you should express gratitude for the fact that they are going out of their way to read your note. After all, they dont have to share feedback with you.Show in your request for feedback that you appreciate the recruiter/hiring manager is likely to be busy. This way, you dont sound too pushy or demanding, Pritchard adds.You may be upset that you didnt get the job, but remember you catch more flies with honey than with vinegar. Its okay to acknowledge that youre disappointed with the outcome, but dont express resentment or aggression.Show that you are understanding of their decision not to hire you, otherwise, you may sound bitter about not getting the job rather tha n someone looking for honest feedback to help them with their job search, Pritchard continues.And instead of taking a self-deprecating approach like How did I screw up or Where did I go wrong, frame the conversation as a quest for personal growth.Dont make your question about why you didnt get the job, make your question about how you can improve. People are more likely to respond to someone that seeks out growth as opposed to someone that just wants answers, Burgett says.When reaching out for feedback, make your email no more than one paragraph, Burgett recommends. After all, they are probably plenty busy with their day-to-day tasks, so you want to make sure to honor their time.You can save them even more time by avoiding general questions like Why didnt I get the job? and instead drilling down into a few precise issues. Burgett recommends including two to three specific questions that you would like feedback on from the interview process.One questions that Laura Handrick, Career Analyst at FitSmallBusiness.com , recommends asking is what might you have done, said or provided differently that would have made the company choose YOU instead of the other candidate.Just because you were rejected from a job doesnt always mean that you can never apply there again - you may have been a close second. At the end of your message, reiterate your interest in the company (if you are truly interested) and consider adding something like if anything changes, Id love to connect regarding future opportunities.That will go far, and many times, new hires fail in the first few months. Theyll remember your graciousness, Handrick says.You can also see if they might be willing to refer you to another opportunity.Always end the email by asking if they know of anyone else you can reach out to as you continue your job search. If you didnt get the job, perhaps you can get a lead for another job. Use this as an opportunity to network, Burgett says.If the person you reach out to fai ls to respond, dont ping them every day until they do.Giving feedback, particularly constructive feedback, is hard, so allowing time for preparing will likely get you more thoughtful responses, points out Dr. Dawn Graham , Career Management Director at the Wharton School and host of Career Talk .Even if they never respond, you shouldnt pester them, Graham adds.Companies tend to avoid giving candidates feedback to avoid opening themselves up to risk, she explains. In addition, many hirers have trouble putting their fingers on a clear definition of fit or likability, which are two powerful aspects of hiring decisions that can be challenging to put into words. Therefore, they may pass on giving feedback to a rejected job seeker for the sheer reason that even they are unable to verbalize their final decision in a way that will be meaningful to the overlooked applicant.Want an example of what exactly you could say to a hiring manager? Burgett recommends the followingI wanted to tha nk you for the amazing opportunity to interview for the position of (job title) with your company. I really enjoyed learning about (company name) and getting to know you and your team during the interview process. I understand you have decided to move forward with another candidate that better fits your current needs. As I continue my job search, I would love to get your feedback on how I can improve as a candidate. When you have a minute, could you provide insight into what I can improve upon to help me stand out and progress in my career? Specifically, I would appreciate feedback on the following1. What is the one skill I can improve upon to help advance my career that may be holding me back?2. If I had the opportunity to redo my interview, what is the one thing I should have done differently?I appreciate any candid feedback you can offer as it will help me understand the areas I need to improve. Additionally, if you know of any companies that may be hiring for similar positions o r anyone else I should reach out to as I continue my job search, please let me know. Again, thank you for the opportunity to interview for the position. I wish you and your team continued success. Theres no doubt that getting rejected from a job you were interested in is upsetting, and it can be doubly so if you dont hear actionable feedback from the hiring team. But odds are, its nothing personal, so try not to take it that way. And remember - the right job is out there. Its only a matter of time until you find it.

6 hostage negotiation techniques that will get you what you want

6 hostage negotiation techniques that will get you what you want6 hostage negotiation techniques that will get you what you wantHow does hostage negotiation get people to change their minds?TheBehavioral Change Stairway Modelwas developed by the FBIs hostage negotiation unit, and it shows the 5 steps to getting someone else to binnensee your point of view and change what theyre doing.Its not something that only works with barricaded criminals wielding assault rifles - it applies to most any form of disagreement.There are five stepsActive Listening Listen to their side and make them aware youre listening.Empathy You get an understanding of where theyre coming from and how they feel.RapportEmpathy is what you feel. Rapport is when they feel it back. They abflug to trust you.Influence Now that they trust you, youve earned the right to work on problem solving with them and recommend a course of action.Behavioral Change They act. (And maybe come out with their hands up.)The problem is, y oure probably screwing it up.What youre doing wrongIn all likelihood you usually skip the first three steps.You start at 4 (Influence) and expect the other person to immediately go to 5 (Behavioral Change).And that never works.Saying Heres why Im right and youre wrong might be effective if people were fundamentally rational.But theyre not.Frommy interview with former head of FBI international hostage negotiation, Chris Vossbusiness negotiations try to pretend that emotions dont exist. Whats your best alternative to a negotiated agreement, orBATNA? Thats to try to be completely unemotional and rational, which is a fiction about negotiation. Human beings are incapable of being rational, regardless Soinstead of pretending emotions dont exist in negotiations, hostage negotiators have actually designed an approach that takes emotions fully into account and uses them to influence situations, which is the reality of the way all negotiations goThe most critical step in the Behavioral Change Staircase is actually the first parte active listening.The other steps all follow from it. But most people are terrible at listening.HeresChrisagainIf while youre making your argument, the only time the other side is silent is because theyre thinking about their own argument, theyve got a voice in their head thats talking to them. Theyre not listening to you. When theyre making their argument to you, youre thinking about your argument, thats the voice in your head thats talking to you. So its very much like dealing with a schizophrenic.If your first objective in the negotiation, instead of making your argument, is to hear the other side out, thats the only way you can quiet the voice in the other guys mind. But most people dont do that. They dont walk into a negotiation wanting to hear what the other side has to say. They walk into a negotiation wanting to make an argument. They dont pay attention to emotions and they dont listen.The basics of active listening are pretty straightfo rwardListen to what they say.Dont interrupt, disagree or evaluate.Nod your head, and make brief acknowledging comments like yes and uh-huh.Without being awkward, repeat back the gist of what they just said, from their frame of reference.Inquire. Ask questions that show youve been paying attention and that move the discussion forward.So what six techniques do FBI hostage negotiation professionals use to take it to the next level?1. Ask open-ended questionsYou dont want yes/no answers, you want them to open up.ViaCrisis Negotiations, Fourth Edition Managing Critical Incidents and Hostage Situations in Law Enforcement and CorrectionsA good open-ended question would be Sounds like a tough deal. Tell me how it all happened. It is non-judgmental, shows interest, and is likely to lead to more information about the mans situation. A poor response would be Do you have a gun? What kind? How many bullets do you have? because it forces the man into one-word answers, gives the impression that th e negotiator is more interested in the gun than the man, and communicates a sense of urgency that will build rather than defuse tension.2. Effective pausesPausing is powerful. Use it for emphasis, to encourage someone to keep talking or to defuse things when people get emotional.Gary Noesner, author ofStalling for Time My Life as an FBI Hostage NegotiatorhassaidEventually, even the most emotionally overwrought subjects will find it difficult to sustain a one-sided argument, and they again will return to meaningful dialogue with negotiators. Thus, by remaining silent at the right times, negotiators actually can move the overall negotiation process forward.3. Minimal EncouragersBrief statements to let the person know youre listening and to keep them talking.Gary NoesnerEven relatively simple phrases, such as yes, O.K., or I see, effectively convey that a negotiator is paying attention to the subject. ansicht responses will encourage the subject to continue talking and gradually relinq uish more control of the situation to the negotiator.4. MirroringRepeating the last word or phrase the person said to show youre listening and engaged.Yes, its that simple - just repeat the last word or twoGary NoesnerFor example, a subject may declare, Im sick and tired of being pushed around, to which the negotiator can respond, Feel pushed, huh?5. ParaphrasingRepeating what the other person is saying back to them in your own words. Thispowerfully shows you really do understand and arent merely parroting.From my interview with former head of FBI international hostage negotiation, Chris VossThe idea is to really listen to what the other side is saying and feed it back to them. Its kind of a discovery process for both sides. First of all, youre trying to discover whats important to them, and secondly, youre trying to help them hear what theyre saying to find out if what they are saying makes sense to them.6. Emotional LabelingGive their feelings a name. It shows youre identifying w ith how they feel. Dont comment on the validity of the feelings - they could be totally crazy - but show them you understand.ViaCrisis Negotiations, Fourth Edition Managing Critical Incidents and Hostage Situations in Law Enforcement and CorrectionsA good use of emotional labeling would be You sound pretty hurt about being left. It doesnt seem fair. because it recognizes the feelings without judging them. It is a good Additive Empathetic response because it identifies the hurt that underlies the anger the woman feels and adds the idea of justice to the actors message, an idea that can lead to other ways of getting justice.A poor response would be You dont need to feel that way. If he was messing around on you, he was not worth the energy. It isjudgmental. It tells the subject how not to feel. It minimizes the subjects feelings, which are a major part of who she is. It is Subtractive Empathy.Curious to learn more?To get my exclusive full interview with former head of FBI hostage ne gotiation Chris Voss (where he explains thetwo words that tell you a negotiation is going very badly) join my free weekly newsletter. Clickhere.Join over 140,000 readers.Get a free weekly update via emailhere.Related postsHow To Make Your Life Better By Sending Five Simple EmailsHow To Stop Being Lazy And Get More Done 5 Expert TipsNew Harvard Research Reveals A Fun Way To Be More SuccessfulThis article originally appeared at Barking Up the Wrong Tree.6 hostage negotiation techniques that will get you what you wantHow does hostage negotiation get people to change their minds?TheBehavioral Change Stairway Modelwas developed by the FBIs hostage negotiation unit, and it shows the 5 steps to getting someone else to see your point of view and change what theyre doing.Its not something that only works with barricaded criminals wielding assault rifles - it applies to most any form of disagreement.There are five stepsActive Listening Listen to their side and make them aware youre listenin g.Empathy You get an understanding of where theyre coming from and how they feel.RapportEmpathy is what you feel. Rapport is when they feel it back. They start to trust you.Influence Now that they trust you, youve earned the right to work on problem solving with them and recommend a course of action.Behavioral Change They act. (And maybe come out with their hands up.)Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe problem is, youre probably screwing it up.What youre doing wrongIn all likelihood you usually skip the first three steps.You start at 4 (Influence) and expect the other person to immediately go to 5 (Behavioral Change).And that never works.Saying Heres why Im right and youre wrong might be effective if people were fundamentally rational.But theyre not.Frommy interview with former head of FBI international hostage negotiation, Chris Vossbusiness negotiations try to pretend that em otions dont exist. Whats your best alternative to a negotiated agreement, orBATNA? Thats to try to be completely unemotional and rational, which is a fiction about negotiation. Human beings are incapable of being rational, regardless Soinstead of pretending emotions dont exist in negotiations, hostage negotiators have actually designed an approach that takes emotions fully into account and uses them to influence situations, which is the reality of the way all negotiations goThe most critical step in the Behavioral Change Staircase is actually the first part active listening.The other steps all follow from it. But most people are terrible at listening.HeresChrisagainIf while youre making your argument, the only time the other side is silent is because theyre thinking about their own argument, theyve got a voice in their head thats talking to them. Theyre not listening to you. When theyre making their argument to you, youre thinking about your argument, thats the voice in your head th ats talking to you. So its very much like dealing with a schizophrenic.If your first objective in the negotiation, instead of making your argument, is to hear the other side out, thats the only way you can quiet the voice in the other guys mind. But most people dont do that. They dont walk into a negotiation wanting to hear what the other side has to say. They walk into a negotiation wanting to make an argument. They dont pay attention to emotions and they dont listen.The basics of active listening are pretty straightforwardListen to what they say.Dont interrupt, disagree or evaluate.Nod your head, and make brief acknowledging comments like yes and uh-huh.Without being awkward, repeat back the gist of what they just said, from their frame of reference.Inquire. Ask questions that show youve been paying attention and that move the discussion forward.So what six techniques do FBI hostage negotiation professionals use to take it to the next level?1. Ask open-ended questionsYou dont want yes/no answers, you want them to open up.ViaCrisis Negotiations, Fourth Edition Managing Critical Incidents and Hostage Situations in Law Enforcement and CorrectionsA good open-ended question would be Sounds like a tough deal. Tell me how it all happened. It is non-judgmental, shows interest, and is likely to lead to more information about the mans situation. A poor response would be Do you have a gun? What kind? How many bullets do you have? because it forces the man into one-word answers, gives the impression that the negotiator is more interested in the gun than the man, and communicates a sense of urgency that will build rather than defuse tension.2. Effective pausesPausing is powerful. Use it for emphasis, to encourage someone to keep talking or to defuse things when people get emotional.Gary Noesner, author ofStalling for Time My Life as an FBI Hostage NegotiatorhassaidEventually, even the most emotionally overwrought subjects will find it difficult to sustain a one-sided arg ument, and they again will return to meaningful dialogue with negotiators. Thus, by remaining silent at the right times, negotiators actually can move the overall negotiation process forward.3. Minimal EncouragersBrief statements to let the person know youre listening and to keep them talking.Gary NoesnerEven relatively simple phrases, such as yes, O.K., or I see, effectively convey that a negotiator is paying attention to the subject. These responses will encourage the subject to continue talking and gradually relinquish more control of the situation to the negotiator.4. MirroringRepeating the last word or phrase the person said to show youre listening and engaged.Yes, its that simple - just repeat the last word or twoGary NoesnerFor example, a subject may declare, Im sick and tired of being pushed around, to which the negotiator can respond, Feel pushed, huh?5. ParaphrasingRepeating what the other person is saying back to them in your own words. Thispowerfully shows you really do understand and arent merely parroting.From my interview with former head of FBI international hostage negotiation, Chris VossThe idea is to really listen to what the other side is saying and feed it back to them. Its kind of a discovery process for both sides. First of all, youre trying to discover whats important to them, and secondly, youre trying to help them hear what theyre saying to find out if what they are saying makes sense to them.6. Emotional LabelingGive their feelings a name. It shows youre identifying with how they feel. Dont comment on the validity of the feelings - they could be totally crazy - but show them you understand.ViaCrisis Negotiations, Fourth Edition Managing Critical Incidents and Hostage Situations in Law Enforcement and CorrectionsA good use of emotional labeling would be You sound pretty hurt about being left. It doesnt seem fair. because it recognizes the feelings without judging them. It is a good Additive Empathetic response because it identifies the hurt that underlies the anger the woman feels and adds the idea of justice to the actors message, an idea that can lead to other ways of getting justice.A poor response would be You dont need to feel that way. If he was messing around on you, he was not worth the energy. It isjudgmental. It tells the subject how not to feel. It minimizes the subjects feelings, which are a major part of who she is. It is Subtractive Empathy.Curious to learn more?To get my exclusive full interview with former head of FBI hostage negotiation Chris Voss (where he explains thetwo words that tell you a negotiation is going very badly) join my free weekly newsletter. Clickhere.Join over 140,000 readers.Get a free weekly update via emailhere.This article originally appeared at Barking Up the Wrong Tree.