Mastering the Art of Technical Communication

Mastering the Art of Technical Communication Mastering the Art of Technical Communication Mastering the Art of Technical CommunicationEngineering professionals have been talking about the importance of soft skills for years, and in the past decade, universities and technical schools have recognized their responsibility in meeting the need to provide education in technical communications.For experienced professionals, there is no dearth of courses available, both online and on-site. Yet the call for even better skills (in writing for example) continues, and programs are continually being revamped and improved.Much work that contains a great deal of technical value gets ignored because the people who did the work failed to communicate properly, according to Alan P. Rossiter, president of an engineering consulting and training firm Rossiter Associates, in his book Professional Excellence Beyond Technical Competence, published by John Wiley Sons.Effective CommunicationZachery Koppelman n, coordinator of the Purdue School of Mechanical Engineering Writing Enhancement Program, which addresses concerns of the faculty, alumni, and corporate partners, says Writing is the foundation of efficient, effective communication between engineers and non-engineers. The program evaluates undergraduate ME writing, identifies weaknesses, and develops instructional resources to directly address those weaknesses.Engineers work with complex processes and extremely detailed data, says Koppelmann. Being a great engineer is more than being able to individually understand the processes and data it is also being able to explain the processes and data in a manner that allows audiences to understand their importance, he adds.That means being able to communicate well with both other engineers and those with non-technical backgrounds.Many engineering students we work with are brilliant at design and the execution of their designs, but they are often poorly prepared to explain their work to fol ks outside of their project, explains Koppelmann. The most brilliant design can only be used if engineers can effectively explain the design, clearly connect the design to other designs or concepts and directly demonstrate the benefits of the design. Raw data is not self-evident.Providing FeedbackSoon after the program started, it was learned that the feedback to ME undergraduates from their instructors was inconsistent. To address this, the program now has specific feedback guidelines and is providing special training for dedicated raters. After this implementation, there has been marked improvement in undergraduate ME writing, says Koppelmann.Benefits are being realized in more ways than in just the communication process. We have found that the more engineers are required to explain their designs and processes, the better the designs and processes become, Koppelmann says. We believe that this is a result of engineers having to think more carefully about what they are doing, and wh y they are doing it, so they can effectively and efficiently write about their work, he adds.In his book, Rossiter concurs Writing is an integral part of a project and should be done as a project progresses and not at the conclusion of the project. Develop an outline and a structure for the report early in the work and draft parts of the report as a project progresses. The result is not just a better report but a better, more complete, piece of technical work too.Nancy Giges is an independent writer.Being a great engineer is more than being able to individually understand the processes and data it is also being able to explain the processes and data in a manner that allows audiences to understand their importance.Zachery Koppelmann, coordinator, Purdue School of Mechanical Engineering Writing Enhancement Program

7 Accomplishments for Introverts in the Office - The Muse

7 Accomplishments for Introverts in the Office - The Muse7 Accomplishments for Introverts in the OfficeWhen youre an introvert, it can be easy to beat yourself up for leid being social enough, energetic enough, outspoken enough, or whatever else. With so many people talking about it being an extroverts world, you probably havent noticed how big of a deal it is when you do make an effort to get out of your comfort zone- which likely happens mora than you give yourself credit for. So, what if youre not the strongest voice in that big team project? Lets celebrate all your little victories that have you made you successful so far.Obstacle 1 Getting Noticed in a Group of ExtrovertsTheres nothing like a department-wide meeting, group project, or a large company lunch to make you feel like the quietest personality there. And I get it- when youre watching that one co-worker who always has the guts to speak whats on her mind (even if its a totally irrelevant or useless statement), you silentl y envy her confidence. There are a few times throughout the hour that you have a couple of things you want to add, but they dont seem that helpful or insightful. So, you keep them to yourself.Small Victory Making at Least One ContributionIts helpful to weigh your possible outcomes with this one. The fruchtwein exciting possibility is that your comments can fill the room with excitement- and you leave those meetings, working sessions, or events feeling nice and accomplished and special. The worst case scenario? Everyone takes in your thoughts and moves on.You dont have to be the person to respond to every single thing, and youre not a failure if you spend most of the event listening or taking notes. But you do owe it to yourself to believe in your ideas and to give them a chance to impress people. Committing to making one contribution in each meeting or event you attend will only make offering your ideas in the next one feel that much more doable- and thats worth being proud of, too. Obstacle 2 Making Office Small TalkIf youre mucksmuschenstill experiencing a lot of awkward silences during brief moments of chit-chat with co-workers youve known for months, fight the urge to beat yourself up about it. Not everyone naturally knows how to transition from photos of your colleagues new baby to last nights episode of Scandal. Small Victory Checking in With Co-workersHeres where being an introvert can be to your benefit Science says it means you listen well and have great emotional empathy.The easiest way to get to know your co-workers is to simply ask how theyre doing, and making that extra effort each day to check in with them and learn more about their personalities and interests will make you better at understanding and working with them. So what if youre not attending their birthday parties or wedding celebrations? You dont have to be BFFs before you can recognize that youve already branched out more than youre used to or normally would like to, and thats worth rec ognizing.Obstacle 3 Working on a Group ProjectIm not sure I know anyone who doesnt hate group projects. And for introverts, part of the problem is that in brainstorming sessions, it can feel like everyone is moving a million miles per hour with half-ideas instead of fully-formed plans. With so many strong personalities involved, it can be easy to feel drained instead of accomplished by the end of the working meeting. Small Victory Contributing to the Project on Your Own TermsSo maybe youre not giving the final presentation at the end, but its equally important if youre the one who takes on a more silent leadership role in the background. Remember when everyone had those haphazard ideas? You were the one who listened, organized and delegated the tasks necessary to stay on schedule.Heres one great lesson everyone could learn from group projects You dont need to have the spotlight to have been vital to the team. Obstacle 4 Celebrating Your AccomplishmentsHave you ever honigwein an intr overt who likes to brag about himself? Me neither. Sometimes, it can feel like your anfhrer is paying attention to your peers accomplishments way more than he is yours, or that Lisa from Sales is always receiving props for her cool ideas while yours are being left in the dust. Sure, you might be thinking, If my work was actually great, I wouldnt have to explain to people how awesome it is. I shouldnt have to tell people when Ive done a good job. And maybe thats true, but that doesnt mean you cant speed up the process a little.Small Victory Speaking Up and Taking Credit for Your RoleYou dont have to display every little accomplishment for the world on LinkedIn, but you can speak up when you were involved in bringing in new clients or played a key role in developing a new project. There are plenty of ways you can be confident and humble at the same time.Keep in mind Promotions arent the only sign of success in the office. And at the end of the day, you know what you were capable of to see something great through, and you shouldnt devalue your accomplishments just because others dont notice it.Obstacle 5 Pulling Off Big PresentationsYouve probably watched a lot of TED Talks in your spare time, so Ill save you the trouble No, your presentation does not have to be a 20-minute speech, with perfectly timed jokes throughout, that draws a standing ovation. Its OK to have jitters beforehand, and its OK if you feel like you stumbled somewhere in the middle. Small Victory Doing Your Research BeforehandTry to keep in mind that youre giving this presentation because youre informing people on something important- not because youre a semi-celebrity in your field. While it certainly helps to charm your audience, thats not the standard you should hold yourself to.The best way to impress your crowd is by being an expert on the topic youre presenting on, and good news- youre in control of all the research and information you dig up in preparation. Sure, the random questions at th e end might seem like the most stressful part, but theres no better opportunity to show off your knowledge on the subject. Just answering them with confidence is worth celebrating.Obstacle 6 Thinking on the SpotYoure in the middle of something at your desk, and someone comes up to you and asks your thoughts on a project hes working on. Hes stuck for ideas moving forward, and he wants to brainstorm with you. People around the office know you for having great ideas, so you feel pressed to come up with something good- and dont want to say anything until youve formulated that full thought.Small Victory Going With Your Gut for OnceWhats one of the scariest things you can do? Saying whats on your mind- before youve completely refined it. And thats worth being proud of in itself. Introverts tend to want to think before speaking. But, sometimes that can have the opposite effect, and you end up thinking yourself into utter silence. Next time youre put on the spot, take a chance on yourself a nd spitball a couple things as they come to mind. After all, no ones actually expecting you to come up with the next Facebook on your first try.Obstacle 7 Actively Shaping Your CareerSaying no to a colleague or being assertive to your boss about what you want more or less of at work are both very intimidating conversations to have, but absolutely essential ones to your happiness and fulfillment in your career. Sure, one extra task here or there wont hurt anyone, but they add up over time. Small Victory Being HonestObviously, you dont have to quit tomorrow, but you know what they say You are your own best advocate. Communicating with others about your needs and wants, especially in the office, is the only way youre going to get them. And by starting small, like saying no to an extra project or asking to try something new, youre standing up for yourself and prioritizing those tasks that matter most to you.Sure, your boss might still have you do a few projects you arent passionate abou t, but at least youll have been honest about your interests. And, chances are, he or she will remember that for next time. It can seem almost unfathomable to go from being that always-silent person in meetings to full-on running them, so lets celebrate the baby steps along the way.What little ways do you make an effort to step out of your comfort zone at work? Tweet me caroqliu and let me knowPhoto of happy person courtesy of Jose Luis Pelaez Inc/Getty Images.

Busting the Resume Template Myth Once and For All

Busting the Resume Template Myth Once and For All Busting the Resume Template Myth Once and For All Busting the Resume Template Myth Once and For AllIts time for you to start your job hunt. You eitherbei need to write your first resume, or give it a much-needed update. You want it to look good, but youre tired of fighting with Microsoft Word, and youre far from a Pages expert.You think to yourself why elend use a resume template?But youre not sure youve seen folks on the web saying how resume templates make you look lazy, uncreative, and wont help you stand out.Are they correct?To demonstrate that unterstellung criticisms are not only incorrect, but they are actually cravenly self-serving, Im going to critique an article by TheLadders about whether you should use a resume template.TheLadders quotes experts that also sell resumes. Conflict of interest much?TheLadders argues that you should not use resume templates. To support their argument, they quote various career-management and m arketing experts. These career gurus argue that, hiring professionals can spot a cut-and-paste resume job a mile away and that resume templates shout, I took a shortcutIt appears to be a strong argument on the surface. After all, career management and marketing experts cant be wrong, can they?Yes, they can be wrong.Worse, they can be deliberately misleading. The article quotes Barbara Safani from Career Solvers saying that resume templates reveal laziness and dont put forward, the image you want to convey to hiring managers.A brief look at Career Solvers reveals that they sell resumes starting at $1,000. Thats clearly a conflict of interest. Of course she will argue that resume templates arent good. If you use a template, she wont be able to sell you her service for thousands of dollars.Shel Horowitz is quoted later in the article saying that resume templates are bad because some are designed poorly. notlage only is that an irrelevant red herring (of course people shouldnt use bad r esume templates), he also suffers from a conflict of interest. He also sells resume writing services for hundreds of dollars on his site accuratewriting.com.To buttress their argument further, TheLadders vaguely writes that, one resume template vendor who spoke to TheLadders even agreed with their rationale that resume templates arent ideal.Did that really happen? Should we take TheLadders word for it?Resume templates are the devil Unless Susan Ireland sells them. Then its perfectly legitimate Wait a minuteThe article takes a bizarre turn when TheLadders interviews Susan Ireland about the merits of resume templates. Susan argues sensibly that it isnt cheating to use a resume template theyre more like tools. Furthermore, she bluntly states that professional resume writers use their own templates anyway.The articles entire second section is tagged on like a careless afterthought, as though Susans argument doesnt completely demolish the reasoning against using a resume template in the first half of the article.Heres the reason Susan Ireland takes the practical (read correct) approach to talking about the merits of resume templates shes a savvy businesswoman who is making money by both selling expensive professional resume writing services and ready-made resume templates for $24.95.After all, it wouldnt be smart of her to say that the template portion of her business is useless and going to negatively affect the job hunt of her paying customers, would it?Why be dishonest about resume templates? For the $$$, of course.Of course there are merits to hiring a professional resume writer, which Susan lays out perfectly. The resume templates indicate laziness argument is not one of them.That argument is nothing more than a lazy, self-serving sales pitch that holds no water.The idea that there are super-critical hiring managers twisting their mustaches and sniffing at resume templates is a laughable invention.Soshould you use a resume template?Go ahead, if you want to. Hiring managers are paid money look at the content of resumes, not judge whether it looks like it was made with Microsoft Office. A hiring manager that actually did do that would get fired.A good resume template is one that displays information clearly, period. If youre going to hire a professional resume writer, do it for the right reasons not because youre afraid a hiring manager is going to toss your resume out because theyre tired of looking at Times New Roman font.Resume template resourcesIf you want to use atemplate, here are some resources we recommendResume Genius Templates Basic, Career Objective, and AdvancedTemplates by Microsoft OfficeTemplates by Google Docs

5 tips for giving effective feedback that actually changes behavior

5 tips for giving effective feedback that actually changes behavior 5 tips for giving effective feedback that actually changes behavior Too many companies still give feedback in a very old-school way.When I was working at Google from 2010â€"2012, every six months we had to do an exhaustive, 360-feedback process. I absolutely dreaded the three full days it took to write reviews on all the people I interacted with. And we had to do that twice a year, every year.I don’t know if they still do things that way. But I do know that’s not the best way to give feedback.The best feedback isn’t given six months later?- ?it’s given in real-time.Most companies (and their employees) would be much better off creating a more natural feedback process and eliminating any long, drawn-out procedures they currently have in place.When incorporating timely feedback, here’s what to keep in mind:1. Focus on giving real-time feedbackNo one remembers a specific meeting from four months ago or a conversation from six weeks ago. By the time those individual moments come up in a performance review, they’ve long been forgotten.But peopl e do remember the conversation they had yesterday. They remember the meeting they held last Monday. That’s why it’s so important to give feedback in real-time. People can actually take your feedback, consider it in light of their actions, and learn from the experience.If you sit down with someone at their one-year review, and they’re completely surprised at the dialogue you’re having, that’s an issue.The whole point of a yearly check-in is that there should be no surprise. It should be a conversation where both parties feel like they’re on the same page. If that’s not happening, there’s something wrong with the way you’re communicating.2. Involve both people in the processFor feedback to be useful, both people have to be engaged. You need input from the person getting the feedback, as well as the person giving it.Sometimes people will have no idea they did something that bothered you, and it may take them some time to process what you’re saying. But other times, they might affirm what you’re saying as soon as you give your feedback.“I know. I totally messed that up. I realized I was talking too fast as soon as the meeting ended.”They recognize it, they’re already thinking it through, and they’re taking ownership. That’s a good opportunity to let the person who’s getting the feedback come up with the solution and implement it on their own.The more someone can respond to what you’re saying, the more helpful it is to them. It also may be the case that the person receiving feedback may need to process it and come back to you later on. And either of those outcomes is fine.3. Always add contextYou should never tell someone, “Good job in that meeting!”It’s a nice thing to say, sure. But it gives them no specific information on what they did well.Instead, you should give them something they can use. “I thought you led that meeting really well. The addendum was very clear. You kept everyone on track, and you followed up at th e end. I can tell everyone knows what they need to do next. Keep doing that.”The same principle applies to negative feedback. You can’t just say you didn’t like something. You have to tell them exactly what you believe went wrong.Without any context, people have no idea how to fix what they did?- ?or how to keep doing a good job.4. Make sure it’s timelyThere’s a difference between immediate feedback and timely feedback.Yes, you want feedback to happen in real-time. You don’t want to bring it up two months from now. But sometimes you need space to ensure what you’re saying is as helpful as possible.I used to be much more in the moment when I gave feedback. I’d pull someone aside right after a meeting to tell them what I thought about their performance. But over time, I’ve found it’s often better for everyone if I wait and fully process my thoughts.Sometimes, I’ll even delay my feedback until the next week.I don’t wait so long that they have no idea what I’m talking about. Just long enough that I have time to think over what I’m going to tell them?- ?and figure out the most effective way to say it.5. Use feedback to build trustThe whole point of giving feedback is that it helps you develop relationships. Think of the best relationships you’ve had at any job. They were probably relationships where you were close enough to tell each other the truth.When I was an investment banking analyst, I became really close with one of my associates. And I could rely on her to tell me when I did something wrong and how I could improve. I didn’t feel like she was chastising me. I felt like she had my back. She was watching out for me by letting me know when I wasn’t doing something as well as I could.If someone takes the time to give you helpful feedback, that means they care about your growth.If you want your team to grow, it’s essential for your company to develop a good process for giving feedback. If it’s done well, it builds trust, str engthens bonds, and helps people become their best.This article originally appeared on Inc.

How to Find a Mentor

How to Find a Mentor How to Find a Mentor No matter where you are in your career, having a mentor you can turn to for trusted advice is invaluable. This person can serve several important roles: a sounding board, a source of insider knowledge on business topics, and a connector to key industry contacts. It's easy to understand the importance of a mentorship program. Harder is knowing how to find a mentor and, once you do, how to approach that person. Here are some tips to keep in mind as you navigate this process. Know what you're looking for You can't just haphazardly jump into a mentoring relationship. Think about the areas where you could use the most guidance. Maybe it's how to be a more persuasive communicator, a more effective leader or a more successful freelancer. Or perhaps you need help defining a long-term career trajectory, learning the business aspects of the industry, or establishing better work-life balance. Maybe it's all of the above! Write down your goals so you can pinpoint your needs. In general, it's also wise to search for a would-be mentor who possesses traits such as authenticity, empathy and creativity. SEARCH OUR JOB OPENINGS Where to find a mentor If you're currently employed, start by seeing if your company has a mentoring program. You also can ask your manager for advice on how to find a mentor. He or she may know of potential candidates, or even volunteer his or her own services. Many senior-level creative professionals enjoy playing a part in someone else’s career growth, so don't be afraid to aim high. While a mentor within your own organization will be better equipped to speak to specific challenges and help your in-house job prospects, consider broadening your search. In fact, since the ideal mentoring relationship is a long-term one, it may be better to seek career advice from someone outside your company. After all, you need to be able to speak freely about on-the-job challenges, like managing tricky relationships or positioning yourself for a promotion. How to find a mentor outside of work? Network. Look for suitable candidates as you attend conferences, seminars, business lunches and meet-and-greets â€" anywhere admirable leaders can be found. How to approach a potential mentor It's not necessary to have an in-depth relationship with potential advisers, but they should know who you are before you ask them to be a mentor. Once you've identified someone whose character and professional acumen you admire, make the initial contact. Reach out â€" preferably by email and not by phone or in person â€" and explain why you think he or she would be an ideal mentor. Then suggest that the two of you get together for coffee or lunch. (An email allows you to present your case succinctly and gives the other person time to consider your proposal.) During the initial meeting, outline what you hope to learn from this person and why you find his or her insights valuable. Also mention your commitment to learning and what you'll bring to the relationship. If you respect the person but he or she doesn't even know your name, it's trickier but still possible to establish a mentor-mentee relationship. Gradually start building a professional connection before approaching the person, or ask a mutual acquaintance to make an introduction. A great mentor can be a pathway to professional growth and success. With determination, planning and courage, you can find a seasoned advisor to guide your creative career. Tags

3 leadership goals to set for each stage of your career

3 leadership goals to set for each stage of your career 3 leadership goals to set for each stage of your career Everyone wants to advance forward in their career, but sometimes that can be easier said than done. You have to set goals and determine certain benchmarks for yourself in order to prove that you have what it takes to move up the ladder.Whether you’re working in an entry-level position or advancing to a junior executive role, being a leader is about continually developing and finessing hard and soft skills. Those hard  leadership skills  are the ones that helped you get hired - having the proven ability to perform your duties within a specific position - while soft skills tie in more with likeability and personality. The goals you have will ultimately shift as you continue to advance forward. Here are the key areas to focus on in order to become a well-rounded leader.Entry level: Develop rapport  with employeesMost employees that start off in entry-level positions are hungry to learn and eager to please. They are willing to go above and beyond in the duties required of them, often burying themselves in their work. However, they should also be willing to leave the cubicle and focus on soft skills like building relationships with their fellow coworkers.Developing these kinds of relationships does more than allow you to engage with everyone and be considered likable because of it. Communication is considered to be one “Fundamental 4” core leadership skills for every career. If you want to become a successful leader, you need to be able to write clearly, speak with clarity, and use active listening behaviors when communicating with your team.What does developing an early rapport with other team members do for you in the long run? It allows you to better understand how to connect with employees from all walks of life. A good communicator comes across as competent, which inspires employees to trust and believe in you. You create a reputation for yourself as someone who is present with your team. Junior level: Articulate your visionYou’ve progressed a little further up the career ladder by now. You understand what you’re doing and have established solid relationships with your team. Now, it’s time to develop the vision you have for the department you work in - and the company overall - and work on  the qualities of a great leader.How should you define your vision? Ideally, it should be clear, concise, and realistic to keep your team on the same page. Identify core values to establish your personal vision. Ideally, these values should align with the beliefs that matter most to you. Once you’ve figured out what your values are, it will be much easier to determine your vision and set your goals. Your team is likely to start seeing you as a leader, thanks to how passionate your vision is, and will stand behind you to help you get to where you’re going.Senior level: Keep learning and get outside of your comfort zoneBy the time you’ve reached a senior position, you ma y feel inclined to coast for a bit on your accomplishments. It’s not entirely necessary to prove yourself as a leader anymore, but it’s also not time to rest on your laurels for too long.Learning agility is considered to be #4 on the Fundamental 4 list, where you maintain a mindset that allows for continual learning. You should be ready and willing to make try new approaches, make mistakes, and request feedback from your team. Some of the end results may not always be positive, but the experience is the teacher. When you are reinforcing a mindset of learning in yourself, it will rub off on everyone else and create a like-minded culture for your team.You should also be ready and willing to exit your comfort zone. This relates to the concept of HARD goals. SMART goals - an acronym for Specific, Measurable, Achievable, Realistic, and Time-bound - tend to be everyone’s go-to since they’re easy to set. However, it’s HARD goals (Heartfelt, Animated, Required, and Difficult) th at get you to the goals you dream of achieving. This encourages you to step out of what you are most comfortable with and take chances. If you always wanted to implement a new idea or strategy for completing a task, now is your chance! These goals will challenge you to achieve bigger and better things. As a leader, you will even have more support because your passion is so visible to your team.Remember that having a career is a constant and continuous learning process. You will always be looking for new insights and to acquire new skills as you work your way up because there is always so much more to learn. Most great leaders never stop learning either; rather, they keep developing their  leadership skills. Your path to success begins by establishing valuable relationships, identifying your vision, and continuing to push yourself past your comfort zone.Deborah Sweeney is the CEO of  MyCorporation.com. MyCorporation is a leader in online legal filing services for entrepreneurs and bu sinesses, providing start-up bundles that include corporation and LLC formation, registered agent, DBA, and trademark copyright filing services. MyCorporation does all the work, making the business formation and maintenance quick and painless, so business owners can focus on what they do best. Follow her on  Google+  and on Twitter  @mycorporation.A version of this post previously appeared on  Fairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boards, and career advice.

ASME to Hold Webinar on the Business Value of the Y14.5 Standard

ASME to Hold Webinar on the Business Value of the Y14.5 Standard ASME to Hold Webinar on the Business Value of the Y14.5 Standard ASME to Offer Webinar on the Business Value of the Y14.5 Standard Nov. 20, 2017 Engineers and department heads involved in design, drafting, production, quality assurance and inspection particularly those with extended, global supply chains seeking the latest information on the Y14.5 Geometric Dimensioning and Tolerancing standard are encouraged to sign up for a special webinar on the popular global standard, to be held Monday, Dec. 4, from 2:00 p.m. to 3:00 p.m. Eastern Time. The free webinar will focus on the increased importance of geometric dimensioning and tolerancing (GDT) in helping to maintain costs and delivery schedules in todays global supply chain. Among ASMEs most widely applied technical standards, Y14.5-2009 provides definitions, symbols, rules, and guidelines pertaining to the numerous geometric characteristics essential for drafting and designing products and systems. Applied today in industries ranging from aerospace to construction, ASMEs Y14.5 Geometric Dimensioning and Tolerancing standard presents the essential language for mechanical engineering drawings, enabling engineers and drafters to specify the maximum tolerances required for the function of a final product in its assembled state. Users have applied the standard for cost savings as well as to ensure efficiencies in the supply chain. The webinar will be hosted by Rob Jensen, dimensional standards compliance manager and GDT product owner at Metrology Software Inc., a division of Hexagon Manufacturing Intelligence. Jensen is also chair of the ASME Y14.5.1 Subcommittee and is a member of H213, Y14, Y14.5 and US TAG to ISO TC/213. The webinar will also feature Fred Constantino, project engineering advisor at ASME, as a presenter. Topics to be covered during the webinar include geometric tolerances vs. plus and minus tolerances; datum features with modifiers providing additional tolerance; GDT as an international language that provides concise specifications, with one interpretation to ensure correlation with suppliers globally and parts that meet functional requirements; and GDT standards supported by PC-DMIS measurement software. The webinar will describe how engineers can capitalize on the many benefits of GDT, Jensen said. GDT is especially important today, as multinational corporations with manufacturing operations spread worldwide must work from a common design language to ensure that parts produced globally meet the functional requirements of the final product. To register for the free webinar, visit https://shop.asme.org/Registrations/Conference/GDTDEC17. ASME also offers a certification program linked to Y14.5, which provides a means for distinguishing the qualifications and breadth of knowledge of the engineer. For information on that program, visit www.asme.org/shop/certification-accreditation/personnel-certification/gdtp-y14-5-geometric-dimensioning-and-tolerancing.