Why you should stop overthinking things

Why you should stop overthinking thingsWhy you should stop overthinking thingsIts clear that worrying too much is bad for you, buttwo recent events showed just how badly things can play out when you overthink a situation. There are ways to choose the best, simplest path out of a bad situation, and you should anxiety is a terrible teacher.Where the United Airlines CEO went wrongIn the wake of theUnited Airlines dragging incident,CEOOscar Munoz caught heat for his varied responses to the situation.CNBC reportedthat he called the passengerdisruptive and belligerent in an email to employees, which was hugely unpopular.The cleanup required a lot of small pivots in interviews, as Munoz tried to figure out the right way to fix things.Later, for instance, Munoz acknowledged the public outcry and added, I share all of those sentiments, and one above all my deepest apologies for what happened. Like you, I continue to be disturbed by what happened on this flight and I deeply apologize to the cu stomer forcibly removed and to all the customers aboard. No one should ever be mistreated this wayMunoz said in a statement. He also appearedon Good Morning America to further clear things up, saying thatthis will never happen again, and acknowledging that my initial words fell short of truly expressing the shame.So the fact that Munoz kept changing his tune worked against him, especially since airlines often operatein a rules-based, militaristic fashion. After all, the whole point of many rules is to make it easier to work as a team.As a result of Munozs flip-flopping response to the event, his rise up the corporate ranks has been halted.USA TODAY reported that Munoz will no longer become chairman of the companys board of directors,according to an SEC filing.Being honest and compassionate at first will save further troubleHow is this overthinking? Simple if youre wrong, apologize. If youre worried about accepting blame, sidestepping responsibility or otherwise trying to consider al l the angles, youve already lost. Choose the simplest and most honest path and youll save yourself a lot of worry.It took Uniteda few weeks to craft a response with10 policy changes- including that it willincrease customer compensation incentives for voluntary denied boarding up to $10,000 and that it will limit use of law enforcement to safety and security issues only.Somechanges will reportedly go into effect right away, while others will be rolled out through the remainder of the year.Our review shows that many things went wrong that day, but the headline is clear our policies got in the way of our values and procedures interfered in doing whats right Munoz saidin a statement.Pepsis commercial misstepIt was the advertisingflop heard around the entire world Pepsis protest-inspired ad featuring Kendall Jenner was called tone-deaf byVanity Fair and even led to a scathing second-by-second breakdown by the Washington Post.Pepsi removed the ad and issued an apology- to Kendall Jenner and to viewers.Pepsi was trying to project a global message of unity, peace and understanding. Clearly we missed the mark, and we apologize. We did not intend to make light of any serious issue. We are removing the content and halting any further rollout. We also apologize for putting Kendall Jenner in this position, the statement said.Although Pepsi didnt seem to rush its statement, if the company hadntused such anarrow perspective as a premise for the commercial, it probably wouldnt have had to backpedal the way it did, or issue a formal statement.There are ways to dial things down when you get too anxious.How to preventworrying too muchSometimes your mind races with thoughts of where you could go wrong- like how something could slip through the cracks at work, or how tomorrow could shape up to be a bad day- but there are steps you can take to curbsimilar thoughts.Stop dwelling to let go of fearTry letting go of things you cant change.A 2013 study in theJournal of Abnormal Psyc hology found thatRumination is a well-established risk factor for the onset of major depression and anxiety symptomatology in both adolescents and adults. Remember helpful acronyms to defeat anxietyThere are many helpful acronyms that experts tell you to use when your anxiety has painted a picture of terror in your mind. One of our favorites FEAR stands for False Evidence Appearing Real. Are you psyching yourself out by interpreting peoples behavior too much? Really stand back and look at the whole picture.Practice mindfulness to calm down at workTaking the time to be quiet can go a long way.A review of 19 studies in the Clinical Psychology Review found that results suggested that mindfulness-based and cognitive behavioural interventions may be effective in the reduction of both rumination and worryIf youre a train commuter, you might want to check out this short piece by the New York Times on how to practice mindfulness on the subway.Think of all the positive alternatives insteadLo lly Daskal, executive leadership coach, founder and CEO of Lead From Within, wrote about how to stop overthinking.In many cases, overthinking is caused by a single emotion fear. When you focus on all the negative things that might happen, its easy to become paralyzed. Visualize all the things that can go right and keep those thoughts present and up front, Daskal writes.Sobefore freaking out when things dont go as planned, try not to overthink the situation so you canrelieve some stress and communicate clearly.

Scoot Is Asias Low-Cost Airline

Scoot Is Asias Low-Cost AirlineScoot Is Asias Low-Cost AirlineThe Asian aviation industry is booming. While the American and European markets are still in a somewhat fragile state, Asia has seen a sharp increase in air travel, especially among budget travelers. Carriers in Asia are seeing an increase in middle-class business travelers demanding low-cost travel options. Expecting that the market will continue to improve, airlines are popping up in Asia with a new model low-cost carriers flying long-haul routes. Following in the footsteps of flailing Air Asia X, the newest air carrier to emerge is Scoot, a low-cost carrier flying under parent company Singapore Airlines. Business Model Scoot entered the Asian market with a focus on low-cost, high-frequency long-haul routes marketed to middle-class citizens. Appearing to be following the well-known business model of Southwest Airlines, Scoot emphasizes a fun, positive customer experience without the bells and whistles. The airline sh ows off unconventional marketing tactics and operations such as quirky marketing videos, casual uniforms, and an informal website. Southwest Airlines and Ryanair passengers know this model well the only difference is that Scoot flies mid-range and long-haul flights instead of short-distance flights. Routes and Launch Plans Asia and Australia served as the introductory countries for Scoot routes, followed by India, Africa, and Europe. Scoots inaugural launch was in June 2012. Its first route was a direct daily route from Singapore to Sydney. Future routes would include links to Gold Coast, Queensland, and China from Singapore. Other destinations, such as Taipei, Tokyo, and Bangkok were added later on. Aircraft Launching in the new Boeing 777-200, Scoot acquired its first aircraft from parent company Singapore Airlines. The airline reconfigured the 777s with a new seating arrangement and a bright yellow eye-catching color scheme, only to decide to use the Boeing 787 Dreamliner later. The airline also ordered 20 Boeing-787 aircraft to replace the Boeing 777s. Fares Scoot has three fare structures Fly, FlyBag, and FlyBagEat. The least expensive and most simple of these is Fly, which includes nothing but the seat itself. The FlyBag package includes up to 15 kilograms of checked luggage, and FlyBagEat includes 15 kilograms of checked luggage plus a hot meal. Scoot also offers business class seating called ScootBiz, to include leather seats with extra width and legroom. ScootBiz passengers also receive more luggage allowance, food and drink, and other premium services. Additional a-la-carte and buy-onboard services are also available, and Scoot has plans for onboard entertainment as the airline progresses. Scoot unofficially announced via a social network site that the introductory fare would be $250 for the first promotional one-way tickets to Sydney, Gold Coast or Singapore. Skepticism There are always skeptics, and those that think Scoot will punkt short of their goals say that the low-cost, long-haul plan is a bad one. First, it could take business away from the parent company, legacy carrier Singapore Airlines, who could offer the same routes in the same aircraft for a slightly higher fare. Second, many people believe that the demand for low-cost long-haul flights is not enough. One thing is for sure There is a growing middle-class and business class in Asia that will likely take advantage of budget carriers. Which airlines are successful at the low-cost, long-haul model will depend on many factors, making even the most educated of predictions difficult.

Target Better Hires With These 3 Career Page Case Studies

Target Better Hires With These 3 Career Page Case StudiesTarget Better Hires With These 3 Career Page Case StudiesEmployer Brand is an important factor in recruitment and hiring in 2015. Weve talked a lot about what employer brand is and how to develop it. But we havent looked at parteicular examples yet.Curious as to what rockstar employer branding looks like? Often it starts with the company career page. Here are three companies that absolutely rock their career pages, and we explain how you can borrow their ideas for inspiration.1. IGN Entertainment Zeroes in on FunIGN Entertainment is an online media and services company with a focus on gaming and entertainment news. The company delivers website articles and entertainment to country-based sites in the United States, United Kingdom, Australia and Germany.The company runs a business based on excitement and fun, and the IGN Entertainment career page perfectly matches that mood. From the exciting, pop-culture driven calls-to-action a ll over the page (Join the crew, Be part of something big, and Be Voltron, not just a robot lion) to the TechCrunch Cribs featured video, the website screams Its fun to work here The employee testimonials also speak to this fact, referencing Ping-Pong battles and fun conferences anyone in the industry would love to be a part of.How to tap into fun in your workplaceYou might be thinking that its easy to come across as fun and exciting when your company is immersed in pop culture and fun things all day and that mora traditional companies cant compete. But youd be wrong Fun has a different definition for different people. The point of your Employer Brand is not to attract employees at any cost but to attract the right employees for your company. You should display the kind of fun you have in the workplace so you can attract people who want to have the saatkorn kind of fun.Look at your highest performing employees. What kinds of activities do they enjoy around the office? Whats the typi cal sense of humor and culture that your best employees engage in? Find a way to feature that spirit on your website to attract like-minded people who will gel with your culture right from the start.2.Zappos Taps Into TeamworkZappos is the world-famous online shoe and clothing company based in Las Vegas.The company has made headlines for its growth as a business (it was acquired by Amazon several years ago) and also for its cutting edge approach to company culture and hiring. Tony Hsieh, CEO, is frequently featured in top magazines outlining his perspective on recruitment and sharing his insights into building a company worth working for.Does Hsieh walk the walk with his Zappos careers page? Definitely. From the logo to the conversion buttons, the Zappos career page makes it clear that this is not an ordinary job opportunity. Its an inclusive environment that invites you to step inside, choose your team and live life with Zappos. The photos are bright, active and mostly outdoors. Th e employees are laughing, smiling and not working. Its about culture, teamwork and thrills, not pencil-pushing in cubicles (though we know theres a lot of that going on in an online company).How to tap into teamwork in your workplaceNo man is an island, and no person achieves much within an organization without the support and interaction of team members. Does your website represent that? Or is it mostly one-sided with the benefits and job descriptions of the position you are offering? If you want to attract team-focused employees, your careers page needs to reflect that value with photos, language and opportunities to look into the environment and see the proof of teamwork in action.Consider adding team photos to your careers page or even developing a short video in which you feature different employees speaking about the team environment at your company. By emphasizing how much your company values teamwork, youll be more likely to recruit employees who share those values.3. Progre ssive Attracts High PerformersYou might be more likely to recognize Progressive Insurances brand representative, Flo, than the actual company. But regardless, its hard to imagine that a homeowners, renters, life, health and auto insurance company would be the backdrop for a high-performing career. However, take one look at the Progressive careers page, and I bet youll change your tune.The careers page heavily focuses on attracting the kind of employees that Progressive wants to meet people who want to discover and grow and people who want to evolve their careers and push themselves to new heights. This is a very different approach than, say, a page that simply lists all of the current positions. This page encourages people to apply for jobs knowing they will have the freedom and opportunity to build relationships, develop new skills and work with people from a variety of backgrounds.How to attract high performers to your workplaceNo one wants to hire someone to fill a seat. And yet so often careers pages are presented as a list of seats that are empty. Theres no explicit message that a person could use one of those openings as a jumping off point for a career. Its simply a title and a list of duties without thought for the big picture.Do you want to attract employees who flourish when presented with autonomy and opportunity? Then say so. Share quotes and examples of different employees who have joined the company in one department but moved into (and upwards) in a different one. Show prospective employees examples of what youd like to see happen for them in their careers, and they will be more curious and excited about working with you.The key here is positioning your careers page as an opportunity for employees to connect with opportunities rather than slip into existing roles.If youre inspired by behauptung companies to take action and update your career page, read through our free Employer Brand Checklist to identify specific steps and resources you can use to take your recruitment to the next level.

Non-Lawyer Careers in a Law Firm

Non-Lawyer Careers in a Law FirmNon-Lawyer Careers in a Law FirmAs the legal industry evolves, the delivery of legal services has become mora sophisticated and complex. Although a law firm is necessarily comprised of one or more lawyers, todays law firms employ many more non-lawyers in various managerial, professional, and administrative roles. Most of ansicht positions require an entirely different skill set than that of lawyers. What follows is a breakdown and description of the most common non-lawyer roles in a law firm. Chief Financial Officer (CFO) The chief financial officer is a high-level financial manager. CFO roles primarily exist in the largest law firms, often those operating at a global level. With revenues at some law firms reaching as high as $1 1000000000000 annually, savvy financial management is critical. CFOs direct and oversee the financial aspects of the firm including accounting, forecasting, financial planning and analysis, budgeting, and financial reportin g. CFOs play a strategic role in shaping the firms financial future and establishing operating policies, exploring growth opportunities, and protecting the firms financial stability. Law Firm Administrator Sitting at the executive level, law firm administrators - also known as executive directors, chief managing officers (CMOs) or chief operating officers (COOs) - are highly skilled non-lawyer professionals. In small firms, this position might be called an office manager and beheld by a senior level paralegal or secretary. Law firm administrators manage the business side of a law practice. Their role encompasses everything from strategic vision, competitive intelligence, knowledge management, hiring, branding, marketing, human resources, compensation, benefits, business development, technology, and client services. Litigation Support Professional The litigation support professional (also called an e-discovery professional) is a hybrid paralegal/technology role that has evo lved immensely in the past 10 years as technology has become an integral part of legal service delivery. While litigation support positions were formerly relegated to BigLaw and large corporations, these roles are becoming more common in small and midsize firms. As the litigation support industry explodes, more specialized roles are emerging, and larger organizations now boast a complex hierarchy of litigation support positions. Paralegal Paralegals are trained legal professionals who work under the supervision of a lawyer. As cost-conscious clients demand reasonable legal fees, paralegals help keep costs down and improve the efficiency of legal services. Like lawyers, paralegals often specialize in one or more practice areas. In large firms, paralegals may ascend from entry level to senior level paralegal roles. In small law firms, paralegals may wear many hats and may also perform secretarial, clerical, and administrative functions. Legal Assistant In some geographic locat ions and within certain law firms, the term legal assistant is synonymous with paralegal. However, as the legal roles evolve and become more specialized, many legal assistant positions today are a stepping stone to a paralegal job. Legal assistants are often paralegal students, new paralegal grads, or experienced secretaries who operate as assistants to paralegals and attorneys. Legal Secretary A legal secretary (also known as an administrative assistant, legal assistant or executive assistant) is a secretary who is trained in law office procedure, legal technology, and legal terminology. While legal secretaries perform clerical functions such as filing, typing, answering the phone and organizing files, they also possess specialized, practice-specific skills, and knowledge that helps lawyers practices run smoothly. Legal secretaries usually work for one or more paralegals and/or attorneys. Legal Receptionist A legal receptionist is a law firm gatekeeper, greeting guests, ans wering the main phone line, scheduling conference rooms and performing other administrative tasks as necessary. In the smallest firms, a secretary may also perform receptionist duties. Law Clerk A law clerk within a law firm is usually a law student, recent law grad orexperienced paralegalwho performs legal research and writing. Law clerks often work part-time or seasonally (usually in the summer). It is often considered an entry-level legal job or a sort of legal internship for law students. Court Runner Also known as a law firm messenger, the court runner files documents with the court and performs other errands for law firm lawyers and staff. Court messengers are often law students who work part-time with a law firm to gain legal skills and exposure to the law firm experience.

How to Get a Big Law Job Callback Interview

How to Get a Big Law Job Callback InterviewHow to Get a Big Law Job Callback InterviewIf all goes well at your initial OCI summer associate interviews, youll receive call back offers. A call back is an invitation to go to the firms office for a day, or half a day, and meet with a series of attorneys (associates and partners). Typically at least one meal is included in the schedule of events. If the office is in a different city from your law school, the firm will customarily pay for you to fly out and stay in a hotel (although its polite to try to schedule all of your callback interviews in a particular city for one time period, so the firms can share travel expenses). What Happens at a Call Back Callbacks are fairly straightforward. When you arrive at the firm, youll typically meet with the recruiting coordinator, who will give you water, answer any pressing logistical questions, and perhaps tell you a bit about who youll be interviewing with. (Ideally, you asked for the intervi ew schedule in advance, so you had time to do recon on your interviewers. If not, listen carefully to the list now.) Your job when you meet the recruiting coordinator is basically to nod and smile. School is going well, thanks for asking, and so on. Do not ask any controversial questions at that point (or at any point during the day). If there are things that potentially concern you, you can always schedule a follow-up interview after you have the offer. After you meet with the recruiting coordinator, youll go to your first lawyer interview. Do not expect that this part knows anything about you or has read your application materials. Attorneys are busy and may be filling in for someone who dropped out at the last minute. Be prepared to talk about yourself and answer very basic questions (which are clearly covered on your resume). Ideally, youve practiced a few mildly amusing anecdotes about your time in law school (or any other safe topic) which you can use to fill time when your i nterviewer isnt particularly chatty or well prepared. Be sure you can talk about anything on your resume, and be sure youve reviewed your writing sample and can discuss it knowledgeably. (And bring extra copies of all of your materials, in case you arrive for an interview and find the attorney has no idea who you are.) After 20-30 minutes, either the recruiting coordinator will come back to escort you to your next appointment, or the lawyer youre talking with will take you there. (Watching attorneys try to find the next office can be a highly amusing diversion in large offices, where most people dont really know each other.) If you need a bathroom break, water, coffee, etc. feel free to ask. The Next Interview The next interview will be largely like the first, giving you the chance to further hone your storyline. By the end of the day, youll have told the same story to between 5 and 10 people, which is surprisingly exhausting Just be prepared to be tired, and keep going. Its fin e to ask the same basic questions of each person you talk to, so you dont have to drive yourself nuts trying to think up exciting new questions all day long. What type of projects are you working on? Why did you choose to work at this firm? How do you like it? are all fine. Keep it simple At some point, youll break for a meal, typically lunch. Often, youll be sent to eat with two or three associates (and no partners). But dont kid yourself - this is still part of the interview and you should act accordingly. Be careful what you order (something easy to eat that isnt the most expensive item on the menu), dont drink, and dont get too friendly. These people will be reporting back on your behavior, so be professional. After lunch, you might have more interviews (a post-lunch coffee might not be the worst idea), or you might just circle back with the recruiting coordinator. In all cases, be on your best behavior You must be polite to everyone you encounter, from the receptionist to the managing partner. Being rude to anyone can doom your offer. Following Up After the Interview Once you depart, consider following up with an schmelzglas or hand-written note, thanking everyone you met for their time. Lawyers live by the billable hour, so every half hour interview cost the firm between $200 and $500 dollars, roughly. At a minimum, send a note to the recruiting coordinator, thanking him for a great day and reiterating your interest in the position. Then, its time to sit back and hope for the best Firms hire on different schedules, so it might be a while before you hear (or you might have a voicemail before you get home). If you havent heard from a firm for a few weeks, feel free to (politely) follow up. But, hopefully, you wont have to wait too long

Choosing Good Hr Generalist Resume

Choosing Good Hr Generalist Resume Microsoft company Phrase comprises an assortment of internet templates designed for a number of kinds of resumes, but if youre disappointed with the default collection of continue templates, you might download different folks in Word. HR has changed into a field that is very dependent upon digital instruments and databases, therefore its important to understand what the huge software names are, together with any trendy apps or programs. Utilizing Word, you can produce yur personal themes for nearly any software, like resumes. In reality, our customers using our resume templates receive a job 33% faster than people who dont.One particular good approach to use job application builders is to create the many of the countless options out there. There are a lot of free of charge resume themes readily available online but sometimes it might be quite tricky to pick out the best one thats most suited for you. MyPerfectResume has the tools that you re quire to make your resume shine. Employers wish to see from your CV which you are fully alert to the effects of your role within the business. Companies wish to employ employees who understand their legal and ethical obligations to the business and its employees, which explains why discretion is a remarkable skill to improve your resume. Emphasis in the regions of advantages and compensation. This jobseeker does a fantastic job by means of a wide variety of active verbs to spell out a motivated individual. Otherwise, then a certified resume writer is your solution. Always locate a reliable person to check over your resume also. Do not explain why you chose to try to find a new position. Since the HR generalist job description may vary quite a good deal from 1 place of employment to another, a few of the responsibilities for the position remain, naturally, the exact same. You will have had previous expertise in the use of menschlich Resources Generalist or a much the same position and be in a position to demonstrate your complete comprehension of the position. The HR generalist resume sample is a superb instance of sticking to the most essential information in a easy-to-read format. Recruiters typically spend only two or three seconds on a single resume, which means you ought to be positive that your resume has an impact that will demand a lengthier look. Recruiters and hiring managers are aware that the functional format is often utilized to attempt to cover up detrimental aspects in a candidates past. Ok, I Think I Understand Hr Generalist Resume, Now Tell Me About Hr Generalist Resume Ethical HR employees handle a lot of personal, sensitive details about a business and its employees. You dont must be certified as an hr generalist. however, it would be. Hr is the inspiration for several of the employees. Since there are many applicants in the work market, employers assume they are in a position to find talent with all the precise skills the y seek. To find those jobs, you have to stick out amid the outstanding. In addition, you can look for recruiter jobs on Monster. In addition, you can search for HR generalist jobs on Monster. There are really three primary questions here. In hr youve got to understand ways to get alongside people. Both could be used to make date or functional resumes. Each day youre in the work market cost you money. If you havent any working experience for a data scientist, then you must figure out the way to signal you could do the work anyway. Your story needs to be easy and compelling, and it ought to be a great fit for the work description. Arranging for a session with the very best executives so the mission of the company is delivered the very best way from the horses mouth itself. The hiring manager is searching for any excuse not to need to read your resume. Whether you are only starting out, are a seasoned professional, or are looking to produce a big career change, MyPerfectRe sume has the resume tools you should get ahead. Our resume builder makes it simple to create a well-written resume in a few minutes. A continue builder could be quite valuable for anybody whos sense confused by the work application procedure.

Let#8217;s Talk About Men in Tech

Let8217s Talk About Men in Tech There has been a lot of talk recently about toxic tech bros. The phrase has been parteicularly ubiquitousin ur neck of the woods, the San Francisco Bay Area. Despite repeated convincing studies that have proven organizations are most successful when they are committed to fostering diversity, a disturbing trend of discrimination and sexism in the workplaceremains rampant. Suchcultures, built from the top down, do not serve their employees or their investors well. In any industry, the only way to remain on top is to be agile, diverse, and inclusive.In anera of toxic tech cultures, Im proud to be part of an organization with a founding team that emphasizes diversity of thought. Drew Batshaw, cofounder and head of engineer at Waggl, was a main factor in why I chose to join the company.In the startup world, its not what you do, butwhom you do it with that matters. When l ooking to join a startup and choose a winning professional path, the founding team should be the most important factor in your decision regarding where to work.Recently at Waggl, we have been involved in a bit of a debate regarding our company messaging software. Many employees wanted to move over to Slack, but there wasnt an urgent need to move to the new software, so Drewdidnt see this as a priority. A few hours after a meeting in which he expressed his preference to remain with our existing software, he sent a company-wide email that included the following excerptOur culture is one where we actively debate ideas, and when there is friction, we work through it. It is not a culture where just because one person doesnt like an idea, they say, I dont want to talk about it.I want to own up tohaving that attitude about Slack. I was not modeling the way I believe we ought to work at Waggl. I think it is pretty clear that the majority of the organization would like us to move to Slack, s o lets do itThis act of transparency moved me to sit down with Drew to explorehis role as a leader at the company. My first question for him when we met was about why he thought toxic cultures evolve in some organizations.I think the answer is that if you dont do anything specific, it naturally emerges from the traditional hierarchical organization, he said. As organizations grow, its less likely youll have direct contact with people within the organization. Unless you deliberately set it up, the human element of an organization doesnt naturally happen.I then asked specifically about the minor conflict aroundSlack and what guided him to emphasize diversity of thought and to respond the way he did.To the first part, which speaks to how to work as a team, I think it is giving everyone a voice while mucksmuschenstill leading the conversation, Drew said. Sometimes, we just all agree. When there is conflict, what I find works really well is to step back and align on what it really is tha t we are after.Currently, Waggl is preparing to scale, and as we do, we are looking at adding a significant headcount in the coming months. Drew sees this as both a challenge and an opportunity.Our challenge in scaling is that those day-to-day interactions arent going to be able to happen, he said. I will have less contact with everyone, so how do we continue to bring those values into the day-to-day process?I asked Drew about his advice for anyone on the founding team of a startup. He didnt think long beforeanswering If you arent already clear about what the most important values in your company are, get clear and make sure that one of them is listening to your employees and making them feel important.This is a value Drew lives. I see him take time to connect with people in the office and remotely. He truly values his people.Lets be clear It takes courage to value everyonesopinions, even when they differ from your own. In a time of toxic tech bros, I think Drew is one man whogets it right.A version of this article originally appeared on the Waggl blog.Kate Benediktsson, is head of marketing and experience at Waggl.