Revamping your resume is a key first step to effectively selling yourself to prospective employers. Instead of formatting your resume chronologically, consider creating a functional resume that’s targeted specifically to the positions you seek. A functional resume emphasizes the unique set of skills you bring to the table rather than your job titles or duties.

When compiling your resume, home in on the last 15 to 20 years of your career, since that will likely be your most relevant experience. You’ll also minimize the chances of a hiring manager deeming you “overqualified.” Code for can’t retain.

Technical – Keep your skills sharp


Whether you’re currently employed and looking for new opportunities, or you’d like to come out of retirement, there are many ways to stay on the cutting edge of your field. Consider enrolling in professional development courses offered through an employer, local community college or trade organization. In addition, subscribing to industry publications will help you stay apprised of the latest trends and advancements in your field.

Network, network, network


The value networking provides can’t be overstated for workers of any age. Reconnect with former bosses or colleagues who may have job leads — or know people who do. And don’t forget about your family members, friends and neighbors, who all can serve as potential resources during your job hunt. Let people know that you’re looking for a job and give them details about the types of roles that appeal to you. Joining an industry association is a quick and efficient way to make new contacts.

Explore all options


Working no longer means a rigid nine-to-five schedule. Companies want to keep long-time employees in order to retain invaluable institutional knowledge. As a result, many are offering phased retirement programs and inviting retirees back to work part time.

In addition, telecommuting, job-sharing, flextime and seasonal work are options at an increasing number of firms.Ask your current employer – or reach out to a former one – to find out what non-traditional work arrangements might be available to you.

Consider consulting


Working as a consultant on a temporary or project basis is another viable option. The advantage of this type of work is that you can generate income while choosing which assignments to pursue and setting your own schedule.

Consider using a staffing firm. By working through a staffing firm, you’ll receive career guidance, insight about emerging technologies and job leads. Staffing firms also can give you a heads-up on the types of companies that are targeting professionals with your abilities and background.

For some professionals, working is a financial necessity. For many others, however, working beyond 65 is a choice. Regardless of why you work, the opportunities are abundant and will likely continue to grow.

To maximize your marketability, use the tips above to position yourself as an adaptable yet proven professional who’s at the forefront of your industry.

Dismiss Age Discrimination Thoughts -

Flip that mental age Discrimination switch to the “off” position. Think age-neutral. Focus on “connecting” to the interviewer before any real questioning starts. Banish any thoughts that reflect “reverse age Discrimination” where you believe a young person can’t possibly understand you – get them to understand your enthusiasm, skills, interests and ability to contribute.



Emphasize Capabilities, Not Experience -

We have learned to equate experience to depth and strength of capabilities – don’t do it. It generally serves to de-emphasize duration of experience. Focus on the capabilities acquired during your work life.

Buy a Computer, Tablet, Cell Phone, SmartPhone or iPhone -

Employers expect to be able to communicate with you by electronic mail (email). Showing that you are technology “savvy’ is a good thing. Not owning a computer can be a “showstopper”.

You can also buy a serviceable desk top or lap top computer for $400 to $600. You will also need an internet service provider. Can’t afford a computer? Go to the Library. All public libraries in West Michigan have public access.

Acquire Basic Computer Skills -

With few exceptions, many jobs require a fundamental working knowledge of computer skills. Start with Microsoft Office applications beginning with Word (word processing), then Outlook (basis for most corporate email systems, then Excel (spreadsheets), and finally PowerPoint (for presentations). Learn how to perform internet research on Google and similar sites.

Check out the Kent District Library computer classes or take a class on-line using Michigan Electronic Libraries (MeL) Learning Express. These are self-paced tutorials for MS Office, Abode, MS Project and more. All you need is your library card! See the Resources tab on the KDL website for further information.

Avoid “Age” References –

Don’t put graduation dates. Present only the most recent 10 to 15 years of employment and summarize prior work in a single paragraph without dates or durations.

Craft Your Resume and Applications –

Carefully craft your resume or employment applications to focus on skills and capabilities, not length of service. Describe what you can do, what you have learned, and what you have accomplished.

Interviewing -

It may have been some time since you interviewed and you may be facing a recruiter half your age. Practice answering and asking questions simply and directly. Be ready for awkward questions such as “How long do you plan to work?”, “Do you believe you are overqualified for this job?” Don’t get defensive. Give a direct and honest answer. Move the recruiter to discussing your qualifications and “fit” for the job.



Fitness and Appearance –

Stay fit for life, not just for an interview. Get plenty of rest and some exercise before interviews. You may have your “lucky interviewing outfit” but if it is outdated, go shopping for something contemporary and fresh. Be well groomed. Don’t worry about being overdressed. Even in today’s casual dress culture, looking sharp and professional is still important.



Seek Out Age Friendly Employers –

Check out RetirementJobs.com’s Age Friendly Employer Certification™ seal on job postings. Some certified companies include Borders Bookstores, H&R Block and Staples with more to come in the future. Check out AARP’s Best Employers for Workers 50+ and Fortune Magazines 100 Best Employers.



Use the Latest Internet Networking Tools –

Show employers that you are “wired” into the internet. The best tool out there is “Linkedin.com”.  Attend a Linked In Boot Camp at the Kent District Library. Check their website at www.kdl.org/events for scheduling information.

Who are you?  What are your talents and strengths?

Remember that your primary goal is simply to introduce yourself. Share your name and place yourself in context by explaining what school you attend, what you’re studying and where you currently work.

What are your major accomplishments/unique skills?

Leverage the skills you identified in the assessment stage of developing your personal brand.  Frame them in a way that is meaningful to a potential employer or networking contact.

What can you say that will make a recruiter remember you or a networking contact want to know more about you?  Help us remember you.

What do you want? Where are you going?

This is the part of your pitch that lets the other person know what you’re looking for and the topic you’re interested in talking about. Don’t be pushy or aggressive, but do be forthright about the fact that you’re looking for a job.

Finally, be sure to tailor your delivery to the circumstances of the moment: the goal is to maintain a conversation and not sound overly rehearsed.

For example:

“Hi, my name is Robin King. I’m currently a junior at the University of Michigan majoring in Business with a minor in Chinese language.” – 10 second pitch

“I spent last semester in Beijing, where I studied and had a really exciting internship with a small American marketing firm working with Beijing’s tourism agency.’ -  30 second pitch

“I saw that your agency has added some Chinese clients lately, which is why I’m eager to apply for one of your internships.” – Targeted pitch

Practice, practice, practice! It gets easier the more you work it.

• Try video taping yourself and look for things you want to improve.
• Get feedback from colleagues and friends.

How do stereotypes develop, and why are they able to persist in the face of contradictory factual evidence?

Myths and stereotypes are sustained when their validity and accuracy remain unchallenged.  Here are three common myths that I have encountered in working with hiring managers and teams.

Myth #1 - Mature workers don’t “fit” in an energetic and fast-paced workplace – they can’t keep up and don’t want to work as hard as is required.

Myth #2 - Mature workers are unwilling to share job knowledge and skills as a way of insuring a degree of job security while blocking younger workers from advancing.

Myth #3 - Mature workers are simply far more costly than younger workers and retaining or recruiting them is not a financially sound workforce strategy.

My approach is to educate the hiring manager or team.

Myth #1 – Older workers don’t “fit” in an energetic and fast-paced workplace – they can’t keep up and don’t want to work as hard as is required.

Employment advertisements routinely refer to workplaces that are “fast-paced,” “fresh thinking,” high energy; “vibrant,” “challenging,” and “constantly changing.” The ads evoke an image of people moving about incessantly and working non-stop during ever-longer workdays. Many people believe that the use of such language and imagery is “code” for “older, slower workers need not apply.”

Perhaps we need to reexamine if we are confusing activity and motion with efficiency and results. Continued reliance on the characterization of a workplace as fast-paced and constantly changing is no basis for precluding older job seekers.

Bureau of Labor Statistics data (BLS Work Hours Report) about length of workweek shows no significant difference between the hours worked by younger and older workers. In fact, the length of the average workweek has hovered near 40 to 45 hours for decades. Fast-paced work environments are also nothing new. Before high technology, manufacturing, mining, distribution, construction, transportation and agriculture demanded long and arduous work days.

Laboratory research and employer survey opinion surveys (BC – Center for Retirement Research) indicate that white-collar older workers are seen as “more productive” more than 60% of the time, and “equally productive” about 35% of the time, with only about 6% seen as “less productive” than younger workers.

The results for blue-collar or rank-and-file employees is somewhat less favorable with about 20% classed as “less productive” which is attributed to normal decline in physical strength and stamina.

Key to breaking the myth that mature workers are less productive is to be able to provide evidence of your innate strengths and accomplishments that you bring to your work that provides solutions and solves problems.

For workforce professionals, we need to challenge to “appearance of productivity” – does all the “tweeting” translate into value to the business? Does high activity actually translate into productivity? My approach is that the most productive teams are generationally balanced – the mature worker brings experience to mentor and train younger workers. More on this topic will be discussed in future articles on this subject.

This was the introductory question, more strategies and approaches will be offered in the following articles related to this discussion.

Over 40… Over 50… Still in the Workforce

Several weeks ago I was invited to be on a workforce development panel held at the Applied Technology Center at Grand Rapids Community College/Ferris State University to discuss issues facing mature job seekers.

This is a very relevant topic for job seekers that participate in our programs. Many people who attended the panel contacted me and asked me to share my comments made during the workforce development professional discussion led by Veta Lambert of AARP.

Over the next several weeks, the points I offered in the discussion based on the notes I prepared will be posted on the new page [ please see tab on the header titled: "For the Job Seeker Over 40.. Over 50..." on the upper right] of our blog especially for the mature job seeker.

If you have any insights into the topics discussed, please add to the discussion by offering your comments.

Stereotyping is unfortunately alive and well in our culture.

Stereotypes for age can be dispelled.

We hope this discussion gives you some ideas to present your strengths and accomplishments in light of the wisdom of experience you can bring to your work.

What is a STAR?

A STAR is an acronym for:

ST = Situation or Task

What was the work?

A = Action

What did you do?

R = Result

What happened? What was accomplished or achieved?

Situation/Task – Activity – Result

Write about a situation or task you were given. Be as descriptive as possible using action words and were possible quantify your description. Give a concise summary of the activity that you undertook on the situation or task. Close your statement with the results of the activities. In reporting the results, present measurable facts where possible.

“Developed client relationships” (Situation)

“Developed client relationships (Situation) that generated (Activity) a 20 percent increase in revenue from 2006 – 2007 (Result) “

“Served on hiring committee” (Action) or

“Member of hiring committee (Task) that streamlined hiring process reducing time to fill from 96 days to 38 days and reducing turn over by 11% (Activity) securing top talent and increasing fit in less time. (Result)“

Create STARs that reflect your past successes and build a compelling case to prospective employers and referral sources of how you would bring value to their organization.

In add increased depth to your STARs, add the “frosting to the cake” and add TOLA to the STAR.

What is TOLA?

Thoughts, Outcomes, Lessons, and Application

A most effective piece in the STAR TOLA model is to brighten your STAR with what happened after the “Results”. This is where you provide a look into your critical thinking. Developing TOLA requires reflective thinking. Tell us what you’ve learned through your accomplishments.

Thoughts – “What Were You Thinking?”

Explain your thinking, or how the team you were on came to develop the approach for the actions undertaken to address the situation or task to be addressed. Why did you choose to do it that way? What was the rationale? What alternatives were considered?

Outcome – “What was the Impact?”

You’ve defined the results; now communicate the impact of these results. What were the long-term effects of the “Action”? Were any significant changes measured?

Lessons – “What Did You Learn”

Now develop what you took away from your STAR. What lessons were learned by this experience? What principles were proved or disproved? Did you develop any “rules of thumb” by this experience?

Applications – “Have You Applied What You Learned?”

Now take it to the next level and describe the applications of your STAR. Were controls in a process implemented? What is the current (most recent) state of the STAR? Describe another STAR where you applied your knowledge and experience from what your experience taught you.

TOLA may not be appropriate for resume content; however, as you develop your resume you should also be developing your verbal resources. As you move through the hiring process the form of communication changes from written to verbal content.

Developing TOLA adds depth to your content. You are “drilling down” to the next level. You will ready to take the communications to the next step in the hiring process – the phone screen. If your content has impact; the next step is a conversation.

Get ready to talk about your strengths and accomplishments before the call comes. Making it up on the phone will led to disqualification. Why? Someone else has done the work and was ready to talk about the value they bring to the businesses they have served.

Be proactive – get ready for the “call”!

Copyright © M. P. Fuger, 2011

The point of the previous article was to use words that you could provide evidence to support your strengths and accomplishments.  Ask yourself as you develop your script, can I describe this accomplishment in terms of “how many” or “how much”?

The most effective statements in resumes are quantifiable – you can offer numbers to support the words.  Using STAR format [Situation/Task, Action, Result), brings impact to your accomplishments.  You may choose quantifiable words, but need to take it to the next level. Using one of the recommended words “developed”, the example below shows you how to apply quantifiable terms to increase impact.

“Developed client relationships.” (Situation)

This statement provides nothing for the reader to grasp. After a rewrite using STAR format , the statement becomes:

“Developed client relationships (Situation) that generated (Activity) a 20 percent increase in revenue from 2006 – 2007 (Result).“

By adding activity and result to the statement; the reader can wrap their brain around the impact you brought to the business. With this concept in mind, the following is a list of suggested “action words” to consider as you develop the content of your resume:

A – accelerated, achieved, added, administered, advised, analyzed, applied, appointed, appraised, approved, arranged, assembled, assisted, assured, awarded

B – balanced, bought, briefed, budgeted, built

C - changed, chaired, mentored, collaborated, compiled, conceived, concluded, condensed, converted, controlled, corrected, counseled, created, cut

D – decided, defined, delivered, demonstrated, designed, determined, developed, diagnosed, directed, discovered, distributed, diverted, documented, doubled, drafted, drove

E – earned, edited, eliminated, encouraged, endorsed, enlisted, ensured, established, evaluated, examined, executed, expanded, expedited, extended

F – facilitated, finalized, financed, focused, forecasted, fostered, found, founded

G – gathered, generated, governed, guided

H - headed, helped, hired

I – identified, implemented, improved, increased, influenced, informed, initiated, innovated, installed, instituted, interpreted, introduced, invented, invested, involved, issued

J – joined, judged

L – launched, learned, lectured, led, leveraged, licensed, liquidated, located

M - made, maintained, managed, matched, measured, mediated, merged, met, monitored, motivated, moved

N - named, navigated, negotiated, notified

O - observed, opened, operated, orchestrated, organized, outlined, overhauled, oversaw

P – participated, performed, persuaded, pioneered, piloted, planned, positioned, prepared, presented, produced, programmed, projected, promoted, provided, published, purchased, pursued

Q – qualified, questioned

R – raised, ranked, rated, realized, received, recommended, reconciled, recruited, redesigned, reduced, refined, regulated, replaced, reported, represented, researched, responded, restored, restructured, revamped, reviewed, revised

S- saved, scheduled, selected, served, shaped, showed, simplified, sold, solved, sought, sparked, specified, staffed, started, streamlined, strengthened, structured, submitted, succeeded, superseded, supervised, supplied, supported, systematized

T – tailored, targeted, taught, tested, tracked, traded, trained, transacted, transferred, transformed, tripled

U – uncovered, undertook, unified, updated, upgraded, utilized

V – verbalized, verified

W - weighed, won, worked, wrote

Try to engage your reader to motivate them to the next step – contacting you.

The resume reader is looking for evidence to support your words. Keeping this in mind as you develop your resume content. It will add impact and engage the reader.

You have strengths and accomplishments to bring to the table. Don’t make the reader guess what they are, tell them what you have to offer to bring solutions to their hiring needs.  Being too general leaves the reader only to guess what impact you have had  - they don’t have time to probe and extract.

The result will be a quick trip to the disqualification pile because someone else has done the work. That candidate will be getting the phone call to initiate the hiring process.

Quantify. Give evidence. Use STAR structure. Develop impact to your accomplishments. These are key to effective resume writing.

Copyright © M. P. Fuger, 2011

• aggressive, 
• ambitious, 
• competent, 
• creative, 
• detail-oriented, 
• determined, 
• efficient, 
• experienced, 
• flexible, 
• goal-oriented, 
• hard-working, 
• independent, 
• innovative, 
• knowledgeable, 
• logical, 
• motivated, 
• meticulous, 
• people person, 
• professional, 
• reliable, 
• resourceful, 
• self-motivated,
• successful, 
• team-player, 
• well-organized

Great! One in 12 informational interviews results in a job offer. You are on your way!

Struggling for words to get on the telephone? Cold calling is not your forte? If you’ve been working through our workshops then you are more prepared than may you think. I

Got your elevator pitch down? t’s time to take that elevator pitch out of development and into implementation. If you are actively pursuing informational interviews, you’ve been fine tuning your elevator pitch. Not put it to good use.

One direct approach is to call the referral. Here’s a script to help you get going:

———————–  Suggested Phone Script  ———————–

Hello  (Your contact’s name), my name is (Your name). (Your referral’s name) suggested that I contact you.

[Your elevator pitch - the 10 second version]. I am calling as I am currently in career transition and [Your referral's name] thought that you might be a great resource for advice as I research opportunities and business needs in [Your job search area].

Could we get together in the next week or two?

I would like to learn about your profession including key things that have helped you be successful throughout your career and the advice you might give me on my current career options. I appreciate that your time is valuable; could you meet me for [coffee or lunch] to exchange some ideas?

What date and time would work best for you? 

Date: ________________________

Time: ______________________

Location: ________________________________________________

OR

Would you have some time now to answer a few questions or could we schedule a time this week or next week to meet? 

Date: ________________________      

Time: ______________________  

Location: ________________________________________________

OR

You can reach me at [Your phone] or [Your email] to schedule a time to get together?

May I confirm your contact information?

Email Address: _______________________________________

Mobile Phone: _______________________________________

Office Phone: ________________________________________

Fax:________________________________________________

Other: _____________________________________________

If not meeting face-to-face:

May I send you my resume so that you have my basic information to share with others? I would also appreciate your feedback and comments on my resume as it is key in communicating my talents and accomplishments as I explore my next career opportunity. If you pass my information on to someone else, please let me know so I may follow-up with them.  ___________________________________________________________________________________________

__________________________________________________________________________________________

I look forward to [meeting or talking] [with or to] you soon.

[Your preferred sign-off.]

———————————-  End ————————————

Tips to Remember

• Make this script your own.
• Show us your unique personal brand.
• Keep in mind you are asking for information at this stage – not a job.
• Add a facilitator to your network; be a faciliator.
• Offer your resources to your new contact.
• Don’t make your new contact a “target”.  If they offer in your conversation that they are the hiring authority for an opportunity, then save “targeted” communications for the next step. In this scenario, we suggest you ask your contact what the process is for applying for the position.

Like any other activity you are learning to master, it gets easier after you “break the ice”.

It’s  about having a conversation – not interrogation. Try it you’ll like it!

We have been busy this September presenting our workshop series, “Next Steps To-Go” in partnership with the Kent District Libraries.

In our workshops this week on Interviewing, our participants asked for additional examples of the questions on behavioral competencies that may relate to the personal brands and strengths we have been developing in class.

Remember, there is no “correct” answer to a behavioral interview questions. The “correct” answer is “your” answer.  We offer the following examples of behavioral interviewing questions for your use in preparing for your next interview:

Adaptability

Describe a major change that occurred in a job that you held. How did you adapt to this change?

Tell us about a situation in which you had to adjust to changes over which you had no control.

Ambition

Describe a time when you made a suggestion to improve the work in your organization.

Give an example of an important goal that you set in the past.

Work Ethic

Give two examples of things you’ve done in previous jobs that demonstrate your willingness to work hard.

What was the best idea that you came up with in your career?

Building Relationships

Give a specific example of a time when you had to address an angry customer. What was the problem and what was the outcome? How would you asses your role in diffusing the situation?

It is very important to build good relationships at work but sometimes it doesn’t always work. If you can, tell about a time when you were not able to build a successful relationship with a difficult person.

Communication

Describe a situation when you were able to strengthen a relationship by communicating effectively. What made your communication effective?

Describe a situation where you felt you had not communicated well. How did you correct the situation?

Describe the most significant written document, report or presentation which you had to complete.

Give me an example of a time when you were able to successfully communicate with another person, even when that individual may not have personally liked you , or vice versa.

Conflict Resolution

Describe a time when you took personal accountability for a conflict and initiated contact with the individual(s) involved to explain your actions.

Decision Making

Some people consider themselves to be “big picture people” and others are “detail oriented”. Which are you? Give an example of a time when you displayed this.

Tell us me about a situation when it was important for you to pay attention to details. How did you handle it?

Discuss an important decision you have made regarding a task or project at work. What factors influenced your decision?

Everyone has made some poor decisions or has done something that just did not turn out right. Has this happened to you? What happened?

Attention to Details

Describe a situation where you had the option to leave the details to others or you could take care of them yourself.

Do prefer to work with the “big picture” or the “details” of a situation? Give me an example of an experience that illustrates your preference.

Evaluating Alternatives

What kinds of decisions are most difficult for you? Describe one? Who made the decision?

Flexibility

What do you do when you are faced with an obstacle to an important project? Give an example.

When you have difficulty persuading someone to your point of view, what do you do? Give an example.

Process Control

How did you keep track of delegated assignments?

How do you evaluate the productivity/effectiveness of your subordinates?

How do you get data for performance reviews?

How do you keep track of what your subordinates are doing?

Initiative – Drive for Results

What changes did you develop at your most recent employer?

Interpersonal Skills

Describe a situation in which you were able to effectively “read” another person and guide your actions by your understanding of their needs and values.

Tell us about the most difficult or frustrating individual that you’ve ever had to work with, and how you managed to work with them.

What have you done in past situations to contribute toward a teamwork environment?

Integrity

Give examples of how you have acted with integrity in your job/work relationship.

Trust requires personal accountability. Can you tell about a time when you chose to trust someone? What was the outcome?

Introducing Change

Have you ever had to introduce a policy change to your work group? How did you do it?

Have you ever met resistance when implementing a new idea or policy to a work group? How did you deal with it? What happened?

Leadership

Give an example of a time in which you felt you were able to build motivation in your co-workers or subordinates at work

Negotiating

Describe the most challenging negotiation in which you were involved. What did you do? What were the results for you? What were the results for the other party?

Organizational

How do you decide what gets top priority when scheduling your time?

What do you do when your schedule is suddenly interrupted? Give an example.

Performance Management

Give an example of a time when you helped a staff member accept change and make the necessary adjustments to move forward. What were the change/transition skills that you used.

Give an example of how you have been successful at empowering either a person or a group of people into accomplishing a task

Persuasion

Describe a situation where you were able to use persuasion to successfully convince someone to see things your way.

Have you ever had to persuade a group to accept a proposal or idea? How did you go about doing it? What was the result?

Planning and Organization

Describe how you develop a project team’s goals and project plan?

How do you schedule your time? Set priorities? How do you handle doing twenty things at once?

Presentation

How do you prepare for a presentation to a group of technical experts in your field?

How would you describe your presentation style?

Tell us about the most effective presentation you have made. What was the topic? What made it difficult? How did you handle it?

Problem Solving

When was the last time something came up in a meeting that was not covered in the plan? What did you do? What were the results of your judgment?

Describe a time in which you were faced with problems or stresses which tested your coping skills. What did you do?

Give a specific example of a time when you used good judgment and logic in solving a problem.

Resource Management

Tell us about a time when you organized or planned an event or project that was very successful.

Self Assessment

Give me an example of an important goal that you had set in the past and tell me about your success in reaching it.

If there were one area you’ve always wanted to improve upon, what would that be? In what ways are you trying to improve yourself?

What do you consider to be your professional strengths? Give me a specific example using this attribute in the workplace.

Setting Priorities

Have you ever been overloaded with work? How do you keep track of work so that it gets done on time?

Sound Judgment

Describe a situation when you had to exercise a significant amount of self-control.

Give me an example of a time in which you had to be relatively quick in coming to a decision.

Teamwork

Describe a situation in which you had to arrive at a compromise or help others to compromise. What was your role? What steps did you take? What was the end result?

Please give your best example of working cooperatively as a team member to accomplish an important goal. What was the goal or objective? To what extent did you interact with others on this project?

Some people work best as part of a group – others prefer the role of individual contributor. How would you describe yourself? Give an example of a situation where you felt you were most effective.

Time Management/Schedule

Describe a situation that required you to do a number of things at the same time. How did you handle it? What was the result?

How do you determine priorities in scheduling your time? Give an example.

Look to the job description for the competencies that are included in the content. Pull the competencies from the job description and look at the list above. Prepare your responses in STAR format. Get ready to provide evidence of your accomplishments. Follow these steps to prepare yourself for your interview.

Don’t forget to breathe! You have unique value to bring to the table. Show us what you’ve got! We are looking for you – show us what you’ve got!

Copyright © M. P. Fuger, 2011