A friend of mine quit her job recently. Like many of us, this Lombardi quote was beaten into her psyche. Even though she was miserable, and there was no foreseeable way to make her work less miserable, she labored on. Finally, she asked herself some tough questions, and realized- there was an upside to quitting.

In addition to the various social media accounts we use for our jobs, it's also important to maintain a personal presence on social media like Twitter and Facebook. Even in cases where your employer has you set up "personal" accounts to use while employed there (I'll write another tip about this later), you should keep your own accounts that you come to the job with separate from any work-based accounts.

I worked in theater before coming to organizing, and the same skills for speaking in front of a crowd translate nicely. On any stage, you want the audience to find you approachable and real. Here are a couple quick tips on how to get rid of those nervous jitters and gain a little confidence (even if it's faked).

Short check-in meetings, especially in the morning, can be a great tool to get your team on the same page and pumped for the day. Too often, though, these meetings are low energy, drag on past the limits of people's non-caffeinated attention spans, and end up leaving participants more in the mood for a nap than a productive day. Here are three ways that you can make sure your meetings are nothing to snooze through.

If you're like me, you oogle when you see clean and sophisticated websites with fabulous font pairings. I can recognize when fonts are misused and when they make me drool at my screen, but I can't for the life of me pair them together myself. Luckily, I don't have to.

Ever wonder why certain people and organizations always seem to get the love in your Facebook timeline, and others barely show up at all? Facebook employs a complex algorithm that creates your "Edge Rank," which determines how important it think your posts are. (This holds true for personal profiles and fan pages.)

When you're getting ready to hire a new staff member, make sure to distinguish between what is a "must-have" quality or skill for the role and what is simply a "nice-to-have." In doing this, pay special attention to what qualities tend to be inherent (i.e., you either have it or you don't) versus what can be taught or developed.

When faced with an unclear decision, it's important to ask, "Do I need more data, or more analysis?" National security expert Gregory Treverton makes a distinction between two kinds of problems: puzzles and mysteries.

In my previous life, I reviewed a lot of cover letters. All too often, the cover letters would discuss the applicant's qualifications and background, but would fail to address the qualities I referenced in the job description.

As organizers we are often called on to give feedback to our colleagues, volunteers, and even our supervisors. I find it helpful to think of feedback in terms of pluses, things that a person does that helps her achieve her goal, and deltas, things that a person could do differently to better meet goals in the future.

It's important (obviously) for your logo to look great when it gets displayed, whether on a banner at an event, on a partner's website, or in your own communications. But I often see logos that are don't scale well or started at low resolution, and the results aren't pretty. Here are some tips to ensure that your logo shines no matter where it is used.

If you've ever started a new job and discovered your new employer wasn't prepared for you from the moment you walked in the door, you know that the impression you make on an employee's first day can send messages about culture and expectations right from the start. Here are three concrete ways you can ensure a new staff member's first few weeks go smoothly.