<p class="source"><span>Shutterstock</span></p><p class="caption">Interviewers should undergo training.</p><ul class="summary-list"><li>Job candidates are more likely to withdraw from the recruiting process or turn down offers after interactions with ill-prepared interviewers who perpetrate microaggressions.</li><li>Common bias pitfalls include asking a woman about childcare, speaking in an accent, and making pop culture preference assumptions.</li><li>It is imperative to train interviewers better, diversity and human resources experts said, given the tight labor market.</li><li>Advice for conducting better interviews includes "flipping the script" to combat bias, setting a strategy and hiring criteria, and keeping a conversational flow focused on aligning candidates to a predetermined rubric.</li><li><a href="https://www.businessinsider.com/prime">Click here for more BI Prime stories.</a></li></ul><p>While interviewing for brand manager roles, Norville Barrington remembered two instances when the interviewers' comments took him aback. In one, the interviewer told Barrington, who is black, that the company was making an exception by recruiting him. In the other, the interviewer began using slang and asked if Barrington had watched the latest "<a href="http://www.vh1.com/shows/love-and-hip-hop-new-york">Love + Hip Hop</a>," a reality TV series about hip-hop artists. He had not. </p><p class="source"><span>Norville Barrington</span></p><p class="caption">Norville Barrington.</p><p>"I didn't go through with either opportunity," Barrington, now a director at a health insurance company and vice president of marketing communications for the <a href="https://nyblackmba.org/">Metro New York Chapter of the National Black MBA Association</a>, told Business Insider. "The first opportunity wasn't the right environment for me. With the second opportunity, I pursued an option that was more aligned with my values."</p><p>But if that better opportunity hadn't come along, Barrington said he would have considered the second option, despite facing an uncomfortable interview.</p><p>Feeling slighted during an interview is not a new concept, and neither is overlooking insults to secure a position, many professionals and experts told Business Insider. But times are changing. The tight <a href="https://www.bls.gov/opub/mlr/2019/article/tight-labor-market-continues-in-2018-as-the-unemployment-rate-falls-to-a-49-year-low.htm">labor market</a> has intensified the battle for top talent. <a href="https://en.wikipedia.org/wiki/Microaggression">Microaggression</a> has entered the lexicon. Organizations spend about <a href="https://www.mckinsey.com/featured-insights/gender-equality/focusing-on-what-works-for-workplace-diversity">$8 billion</a> on diversity training and recognize that diverse leadership leads to <a href="https://www.bcg.com/en-us/publications/2018/how-diverse-leadership-teams-boost-innovation.aspx">better overall performance</a>. And people of all backgrounds are more connected than ever. </p><p>Combined, experts said, these factors make it more likely for candidates who encounter bias to bow out. </p><p>"Job seekers are evaluating the company as much as they're being evaluated," said Tony Lee, vice president of editorial for the <a href="https://www.shrm.org/">Society for Human Resource Management</a>. "If it becomes clear that a company's culture isn't a good fit, then they'll continue to look, especially in this job market." </p><p>Despite the nearly <a href="https://www.statista.com/statistics/873648/us-staffing-industry-market-size/">$150 billion</a> spent on staffing and recruiting and the emphasis on attracting diverse candidates, companies will continue to repel talent at times. </p><p>"Most people want to do the right thing, but they might be N-B-C:  nice, but clueless," said Maureen Berkner Boyt, founder of <a href="https://themoxieexchange.com/">The Moxie Exchange</a>, which provides diversity, inclusion, and leadership training as well as digital solutions to companies. "Companies have to give them the tools to do the right thing. Unconscious bias is all too real, and we are not spending enough time making sure that people are qualified to interview candidates."</p><p class="source"><span>Maureen Berkner Boyt</span></p><p class="caption">Maureen Berkner Boyt.</p><p>Interviewing, they said, should be strategic to be most effective. There should be a clear plan and advanced training on how to avoid bias.</p><p>"We're now in a society where a lot of companies want diversity talent: black and brown, LGBTQ, able-bodied," said Netta Jenkins, vice president of global inclusion for <a href="https://www.iac.com/brand/mosaic-group">Mosaic Group</a> and <a href="https://www.iac.com/brand/ask-applications">Ask Applications</a>, and the author of "<a href="https://bookboon.com/en/self-advocacy-confidence-for-a-fearless-career-ebook">Self-Advocacy &amp; Confidence for a Fearless Career</a>." "It's really important for organizations to see how we can retool [systems and processes] to make sure they are equitable. Organizations need to focus on systemic gaps versus aesthetic diversity."</p><p>Heide Gardner, senior vice president and chief diversity and inclusion officer at <a href="https://www.interpublic.com/">Interpublic Group</a> (IPG), a global provider of marketing solutions, said that getting through the interview is just the beginning. Employers need to address systemic factors to be competitive in hiring and in fostering inclusion for retention and advancement, she added. </p><p class="source"><span>IPG</span></p><p class="caption">Heide Gardner.</p><p>That is why these topics were included in the <a href="http://advancingdiversity.org/">Advancing Diversity Council</a> meeting at <a href="https://www.ces.tech/">CES 2020</a>, said Gardner, an inductee of the 2018 Advancing Diversity Hall of Honors. </p><p>These are six tips for before, during, and after the interview to have an equitable hiring process without perpetuating microaggressions.</p><h1><strong style="color: #000000;">1. Update your recruiting process to represent diversity - in materials and in person</strong></h1><p>Siri Chilazi, a gender and organizations researcher at the <a href="https://wappp.hks.harvard.edu/">Harvard Kennedy School</a> - Harvard's school of government, public policy, and public leadership - said that one important area to address is recruiting materials, starting with the job description.</p><p class="source"><span>Siri Chilazi</span></p><p class="caption">Siri Chilazi.</p><p>Featuring people of diverse gender, race, age, or disability in recruiting materials and on the company website would be among additional updates required, as would using non-gendered language that reflects aspirations for diversity, Chilazi said.</p><p>"The specific words that you apply in your materials can turn some applicants on and off," she said. "For example, if you write that you're looking for an 'individualistic, aggressive coding ninja,' that will likely keep women from applying." </p><p>Minda Harts, author of "<a href="https://www.amazon.com/Memo-Women-Color-Secure-Table-ebook/dp/B07L2WRVSW">The Memo: What Women of Color Need to Know to Secure a Seat at the Table</a>," said that during her recent book tour, she met many college students who asked about wearing their natural hair or shortening their name to seem less ethnic.</p><p class="source"><span>Minda Harts</span></p><p class="caption">Minda Harts.</p><p>"Unfortunately, they are greeted on the first day of their interview process with many [biases] before they have a chance to introduce themselves," Harts said. "It's hard to display a commitment to diversity, equity, and inclusion when your 'About Us' page doesn't reflect that." </p><p>Harts also recommended that companies include interviewers of diverse backgrounds so candidates can see diversity reflected in the company early on.</p><p>Kate Byrne, president of <a href="https://intentional.co/">Intentional Media</a>, suggested instituting a buddy system for each candidate, similar to the way first-year students entering college are assigned an older student to guide them during orientation. Walking the company's halls, for example, would give a candidate a better sense than being in an interview room. </p><p class="source"><span>Intentional Media</span></p><p class="caption">Kate Byrne.</p><p>"To me, that is where you would get those real concerns out, when you get people in a more experiential setting," said Byrne. "But it has to be consistent with all candidates."</p><p>Chilazi said interviewers should also tell candidates about the company's formal interview process, however it is structured, to foster fairness. They can explain the steps and which parts will be evaluated or not so that everyone knows what to expect.</p><h1>2. Form a strong hiring rubric that makes sense for each role</h1><p>Ron Rapatalo, an executive search lead with <a href="https://www.edgilityconsulting.com/">Edgility Consulting</a>, recommended an interview process that is structured and formalized. </p><p class="source"><span>Edgility Consulting</span></p><p class="caption">Ron Rapatalo.</p><p>"You need a process to be able to say, 'Here's what we agreed on, here's what we'll hire for,'" Rapatalo said. "Whatever you see has to tie back to the hiring rubric."</p><p>At Edgility, a hiring committee of eight to 10 school leaders, teachers, and parents is part of the recruiting process for executive-level positions. Each interviewer undergoes equity and selection training, where they learn to assess a candidate's competency on each aspect of the rubric. That way, Rapatalo said, you're measuring candidates against qualifications, not each other.</p><p>Jenkins suggested that companies include a representative to screen for core values on a hiring committee. If diversity, equity, and inclusion (DEI) is a priority, for example, then DEI partners should be part of the interview process to get a sense of whether a candidate is truly committed to that value.</p><p>One team's lack of a criteria was one of two reasons that Karen Anglade, an entertainment company HR manager, turned down a job offer. She had completed two rounds of in-person interviews, one with a panel. She then received additional questions via email, to her surprise.</p><p class="source"><span>Karen Anglade</span></p><p class="caption">Karen Anglade.</p><p>"It was clear they didn't know what they were looking for [in a candidate]," Anglade said. "If you don't know the problem, you can't find the solution for it."</p><h1><strong style="color: #000000;">3. Have every interviewer go through DEI training </strong></h1><p>All the experts said that interviewers need better training to make the hiring process more diverse and inclusive. Or, at least, not chip away at a brand.</p><p class="source"><span>SHRM</span></p><p class="caption">Tony Lee.</p><p>"If you're hiring, be sure to ask for interview training," SHRM's Lee said. "If you're talking with HR, they'll be sensitive to what to say or not to say. But on the managerial side, they tend to get very little training, and that can be detrimental for the company."</p><p>Chilazi said that training sessions which explain the methodology of hiring candidates, give interviewers time to practice interviewing, and iterate why adhering to the process are important to combat bias. Training could be as detailed as showing sample answers and their ratings so that interviewers know how to rate candidates' answers fairly and consistently. </p><p>"It's hard to control your interviewers' behavior because they are human," Chilazi said. "But if companies are serious, they should be spending more time on training interviewers. That means get the teams together, give them training, and do a primer on unconscious bias and how to procedurally combat bias."</p><p>Fresh out of law school and an externship with a judge, a Connecticut attorney - who wished to remain anonymous for fear of blowback to her practice - was excited to interview with a partner for a job at a small law firm. But her excitement quickly turned to confusion after she handed over her original writing samples. The interviewer didn't believe they were hers. </p><p>"Halfway through it, he said, 'It doesn't seem like you understood the instructions,'" the attorney said. "He kept saying things like, 'I don't think you wrote this without help' and 'Are you sure the judge didn't look at it?'" </p><p>When the partner later emailed to see if she was still interested in the position, she politely declined.</p><h1>4. Prepare behavioral questions and read the candidate's resume before walking into the room</h1><p>IPG's Gardner said to prepare a list of questions to ask everyone, whether or not diversity is a factor. Interview questions are best if they are open-ended and behavioral-based, experts said. Behavioral questions emphasize examples and stories from the candidate's past behavior that demonstrate the competencies the new role requires. </p><p>Using these questions reduces bias because they focus less on a candidate's title or years of experience, which can be biased, Jenkins said. Instead, they highlight the candidate's ability to perform.</p><p class="source"><span>Netta Jenkins</span></p><p class="caption">Netta Jenkins.</p><p>For a leadership role, Jenkins said, sample behavioral questions could be "How did you handle a time when you had to deliver difficult news to employees?" or "Tell me how you've grown in your position."</p><p>Another obvious tip some interviewers overlook: Read the person's resume. Not doing so is among the most vexing for candidates.</p><p>A 65-year-old Brooklyn executive assistant, who asked that her name not be used for fear of jeopardizing future employment, said that in one interview, the interviewer clearly didn't read her resume to recognize that she was not fresh out of college.</p><p>"She said they were looking for someone more college-age," said the executive assistant, adding that the length of experience on her resume would have made it clear she was not a recent grad. "So yes, carefully look at a resume, actually read it, and listen to what the person has to say before [making] a decision."</p><h1>5. Don't make assumptions about people's backgrounds</h1><p>Jenkins, who is also a cofounder and advisor of <a href="https://www.ourdipper.com/">Dipper</a>, an online community where professionals of color can share work experiences, is all too familiar with stories of unconscious bias. Although the platform is in its infancy, as of December, the site's users have shared nearly 4,000 reviews - good, bad, and indifferent, Jenkins said.</p><p>"The assumption that we have the same story is wrong," Jenkins said. </p><p>Jenkins said those anecdotes from friends and family are all too common. One interviewer asked her friend, a woman, how she planned to manage childcare even though the friend had not brought it up. Another interviewer wrongly assumed Jenkins' brother was from an underprivileged environment. Jenkins, whose family is from Liberia, has had people assume she is African American and make references that were not part of her upbringing. </p><p>Other assumptions veer into a candidate's preferences or mannerisms.  Some interviewers have chosen to speak in a voice, volume, or accent that is not their natural way of speaking. In other instances, assumptions manifest as questions about personal preferences that would not be asked of other candidates and are based on stereotypes.</p><p>In Barrington's case, he was met with all three when the interviewer fell into an urban slang, used an accent, and asked about "Love + Hip Hop." </p><p>In Anglade's case, in addition to feeling like the company didn't have clear criteria for the role, she was turned off because the interviewers assumed she was not comfortable with technology. They asked that question in the follow-up email, then misconstrued her answer, she said. </p><p>"Generation Xers have had to do the most adapting to technology, so it rankles for somebody to question how much I can adapt to technology," said Anglade, who is in her 50s. "Ageism is real, and it's unfair. I didn't want to be in that type of environment."</p><p>Another assumption that often backfires is giving compliments based on stereotypes or how the candidate seems different from "norms" for people from their background.</p><p>"When these things happen, there is a silver lining for candidates," Gardner said. "They get a heads-up on what the work environment might be like, and whether or not they will be set up for maximum success."</p><h1><strong style="color: #000000;">6. Keep biases away after the candidate leaves the office</strong></h1><p>When the interview is over and the candidate has left, inklings of unconscious bias can emerge during debrief sessions among interviewers. Having the requirements on hand can help manage perceptions and mitigate biases during such candidate evaluations.</p><p>When biases pop up, interviewers have to hold each other accountable, Rapatalo said, and return to the rubric made before the interview.</p><p>Berkner Boyt added that when someone in the room mentions, for example, that someone with a disability is "an inspiration," a black person is "articulate," or a Latinx person is "fiery," flip the script.</p><p>"Would they describe anyone else interviewed that way, using that adjective?" asked Berkner Boyt. "If the answer is no, then it shouldn't be factored in the hiring decision."</p>            <h3>NOW WATCH: <a href="https://www.businessinsider.com/how-to-make-submit-your-own-emoji-start-finish-2019-8">62 new emoji and emoji variations were just finalized, including a bubble tea emoji and a transgender flag. Here's how everyday people submit their own emoji.</a></h3>

6 important tips for interviewers looking to hire top talent from diverse backgrounds, according to HR and D&I leaders

<p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span>US Air Force/Airman 1st Class Pedro Tenorio</span></p><p class="caption">KC-135 crew chief apprentice students work on a KC-135 Stratolifter at Sheppard Air Force Base, Texas, April 24, 2019.</p></div><p></p></div></div></p><ul class="summary-list"><li>The Air Force has also sorts of planes for all sorts of missions, with aircrews to match each.</li><li>But it's the service's biggest planes that keep the Air Force and other branches in fighting shape - here's how aircrews learn to keep those heavy airframes flying.</li><li><a href="https://www.businessinsider.com/?hprecirc-bullet" target="_blank" rel="noopener">Visit Business Insider's homepage for more stories</a>.</li></ul><p>Sheppard Air Force Base, Texas - In a team, there's a leader, a lancer, the smart guy and the lovable big guy.</p><p>In the Air Force, it's the fighter jets, the stealth bombers, the drones and the cargo planes … except they aren't as beloved as the big guy.</p><p>Often overshadowed by their more aggressive, quicker and sleeker cousins, the fighter jets, the heavy aircraft are the airframes that carry the US Air Force and sister-service components, and it is about time they get the love they deserve.</p><p>Some people tend to think the Air Force is all about the pilots that bring the fight to the enemy and protect America's freedoms from the sky with sleek, supersonic fighter jets. They're not wrong, to a point. Fighter pilots in the Air Force do exactly that.</p><p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span>US Air Force/R. Nial Bradshaw</span></p><p class="caption">Crew chiefs with the 421st Aircraft Maintenance Unit work on an F35A Lightning II at Hill Air Force Base, in Utah, July 31, 2019.</p></div><p></p></div></div></p><p>But just as an army marches on its stomach, an air force's mobility depends on the fleet of aircraft and maintainers to handle the logistics of troop and material movement. That is where the heavies and their crew come in.</p><p>Aircraft from the modern C-17 Globemaster III and the KC-46 Pegasus - the new kid on the block - to the venerable C-130 Hercules, B-52 Stratofortress, KC-135 Stratotanker and others play a massive role in the service's global operations, all with different purposes. Although one commonality they have is this - all of their crew chiefs start their careers with training at Sheppard AFB.</p><p>"For their first 23 days of training, its fundamentals," said Master Sgt. Jason Ricke, section chief for 362nd Training Squadron's Heavies Flight. "Fundamentals have a large focus. They learn a lot about fighters, heavies, some of the UAVs, bombers cargo, but if they're going to 135s, the 52, or 130s, they'll learn the specifics here [in the 362nd Training Squadron.]"</p><p>Ricke said students, whether coming in with some experience in mechanics or can't tell the difference between a wrench and a hammer, will learn the heavy maintainer lifestyle and comradery in the crew chief apprentice course.</p><p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span>US Air Force/Airman 1st Class Pedro Tenorio</span></p><p class="caption">C-130 crew chief apprentice students open the cargo door of a C-130 Hercules at Sheppard Air Force Base in Texas, November 20, 2018.</p></div><p></p></div></div></p><p>"A lot of people don't know what goes into being a crew chief specifically. It's a lot of hours and hard work," Tech. Sgt. Dennis Neville, 362nd Training Squadron Instructor Supervisor for the C-130 course, said. "We get students with a wide range of ages and backgrounds. Some of them who are excited to be here, some who don't know what they will be doing yet. That's something they'll pick up and go with once they get out on that flight line and once they see their aircraft fly for the first time."</p><p>Neville said there is no better feeling as a crew chief than seeing your aircraft leave with a pallet of supplies or a pallet of patients or even filled to the brim with bullets and bombs and watch it come back with nothing. Knowing that it completed its mission, but not without the help of the crew chiefs.</p><p>"Without the maintainers, and not just crew chiefs but maintainers in general, these aircraft don't fly or at least they aren't going to fly like they're supposed to," Neville said. "[The pilot] will have no guidance systems, no electrical systems, you definitely can't fly without your engines, you gotta have fuels as well, different shops maintain those systems without them, that aircraft would just sit there and people will just admire it from the ground and it'll never get to do its mission."</p><p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span>US Air Force/Heide Couch</span></p><p class="caption">US Air Force crew chief trainees change a tire on a KC-10 Extender at Travis Air Force Base, California, February 7, 2018.</p></div><p></p></div></div></p><p>This mission to get these aircraft in the air is exemplified in the crew chiefs that must undergo months of training learning more than three volumes of information. Information pertaining to engine pylons, navigator positions, booms, loadmaster tasks and refueling missions, the crew chief will learn all these tasks, depending on their assigned airframe.</p><p>Crew chiefs are part of the maintenance force that ensure aircraft are airworthy and mission-ready so pilots can complete their various variety of missions.</p><p>Examples of the wide range of missions for the C-130, one of USAF's oldest and most reliable assets, can range from humanitarian missions, military supply runs to allies all over the world, transporting hardware like tanks for the Army, to being outfitted into a AC-130 "Spooky" gunship and going to battle with an array of weaponry to wreak havoc on the enemy.</p><p>The KC-135's mission is a bit more streamlined as it is about 300 gas stations with wings. Its mission is to refuel other aircraft during flight so they can continue their mission without landing.</p><p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span>US Air Force/Airman 1st Class Pedro Tenorio</span></p><p class="caption">B-52 crew chief apprentice course students install a drag chute onto a B-52 Stratofortress at Sheppard Air Force Base in Texas, November 19, 2018.</p></div><p></p></div></div></p><p>The B-52 is the oldest bomber in the Air Force inventory, having first begun flying in the 1950s. The fortress in the sky is able to fly long distances and carry around 70,000 pounds of mixed ordnance.</p><p>All these flying giants are sustained by crew chiefs that have trained at Sheppard. Ricke said the crew chief job, while daunting at times, because of the age of some aircraft in the fleet, is also rewarding because he works on aircraft and builds camaraderie with fellow maintainers. It's why he continues to put on the uniform.</p><p>"What our instructors instill the most within the students is the brotherhood and sisterhood between all maintainers," he said.</p><p>Ricke said everyone who joined the Air Force, right next to their personal reason, was a desire to be part of something bigger than themselves, a desire to be part of a team or a second family. He said being an Air Force maintainer is something a student, whether or not they specifically wanted the maintainer job, will learn to and hopefully become excited about being part of this important team of unsung heroes.</p><p>"That's probably the main things that really kept me around," he said. "You'll never make better friends than the ones you make in the military service. When it's easy and nice anyone can do the job, but when it gets tough and dirty that's when the best people show up and that's when best friends make it fun."</p><p><div class="KonaFilter image-container display-table"><div><div class="image on-image"><p class="source"><span>US Air Force/Airman 1st Class Pedro Tenorio</span></p><p class="caption">From left, Airman Greg Hogle, Airman 1st Class Daniel Miranda, Airman George Michael Singer III, and Airman Brycen Brooks, all B-52 crew chief apprentice course students, in a B-52 Stratofortress at Sheppard Air Force Base in Texas, July 2, 2019.</p></div><p></p></div></div></p><p>Ricke said he tries to instill these values into the students who come through that while doing their job, know there's people who are there that can help pick up the slack as being a maintainer is a hard job. He and Neville also encourage students to try to become flying crew chiefs, a position that makes all the hardships seem worth it.</p><p>"The first time they get to do their first TDY when becoming a flying crew chief, that's really when it gets brought home and you get to see your part of this mission," Neville said. "The biggest thing is that drive and force, needs to remember, those pilots can't fly those without us and who doesn't want to fly over the world as a part of your job. There's great food all over the world."</p><p>Ricke said the same thing about flying crew chiefs being one of the more rewarding parts of the hard crew chief life and said whether the mission is a four to five day trip just dropping supplies or working on an military training exercise with the Army for two weeks, becoming a flying crew chief is a goal any new crew chief should strive for.</p><p>Many of the aircraft in the Air Force's heavies fleet will be on display at the SAFB Air Show this Oct. 26-27, showing off the often underappreciated heavy aircraft that are the base of our Air Force.</p><p>"For all our cargo aircraft, they will be opened up so people can walk through it, go in the flight deck, they can experience it all," Ricke said. "That's the thing for us, showing them one aspect of how this little thing makes all this move around, it's all just a piece of the puzzle and to show them that we don't just have fighters or bombers, they can learn about the cargo mission, the training mission."</p>    <div class="margin-top">        <h3>NOW WATCH: <a href="http://www.businessinsider.com/f35-pilot-fighter-jet-training-2016-12">This is how pilots train to fly the F-35 - America's most expensive fighter jet</a></h3>        <div>                    </div>    </div>

Here's how the Air Force trains its crew chiefs to keep its biggest planes in the air

<p></p><div class="KonaFilter image-container display-table float_right click-to-enlarge"><div><div class="image on-image"><a title_source="Facebook" title_caption="" class="zoomin" href="https://static-ssl.businessinsider.com/image/54e3281add08952b2d8b45e6-960/screen-shot-2015-02-12-at-121500-pm.png"><span class="sprites click-to-enlarge-icon" title="Click to enlarge"></span></a><p class="source"><span>Facebook</span></p></div><p></p></div></div>Selfie sticks have been banned by some of Australia's major exhibition centres due to fears of damage to artworks and visitor disruption.<p>Following a global trend of institutions preventing people from using selfie sticks,&#xa0;<a href="http://www.heraldsun.com.au/news/victoria/galleries-ban-selfie-sticks-because-of-risk-to-artworks-and-patrons/story-fni0fit3-1227221919576" target="_blank">the Herald Sun reports</a>&#xa0;that a number of Australian galleries have implemented similar policies.</p><p>The National Gallery of Victoria, the National Gallery of Australia in Canberra and the National Portrait Gallery have all banned the photo extension aids.</p><p>"Visitors are welcome to take photographs with handheld cameras in non-restricted areas of the gallery, for personal use," National Gallery of Victoria director Tony Ellwood said.</p><p>"A handheld camera doesn't include the use of selfie-sticks, tripods, lights or other equipment."</p><p>A spokesperson for the National Portrait Gallery in Canberra&#xa0;<a href="http://www.canberratimes.com.au/act-news/canberra-life/selfie-sticks-banned-in-some-canberra-galleries-20150216-13gabv.html" target="_blank">told the Canberra Times</a>: "We just can't risk damage to the artworks."</p><p>"Like our institutional counterparts, we do not allow selfie sticks due to the risk of damage to artworks and other patrons."</p><p>The Heide Museum of Modern Art doesn't allow flash photography or tripods and views selfie sticks as "a photographic implement" similar to these items.</p><p><a href="http://www.news.com.au/travel/travel-advice/countries-around-the-world-have-started-to-ban-selfies/story-e6frfqfr-1227194906210" target="_blank">News Corp reports</a>&#xa0;some of London's top music venues have enforced a ban on selfie sticks.</p><p>On the other hand, art fans should be safe: the National Gallery in London told Business Insider that it does not intend to issue a ban on sticks any time soon.</p><p>However, visitors need to be aware of not to put anything at risk when shooting a selfie: "Our staff are&#xa0;fully briefed and instructed to ensure we are striking the correct balance between visitor experience and the security and safety of works on display. Therefore they will use their discretion on a case by case basis in preventing photography which puts the safety of the collection at risk or obstructs other visitors," a spokesperson from the Gallery told us.&#xa0;</p><p>Here are some of the most interesting and inspired museum and gallery selfies we've found on Twitter.</p><div><div></div></div><div><div></div></div><div><div></div></div><div><div></div></div>    <div class="margin-top">        <h3>NOW WATCH: <a href="http://www.businessinsider.com/190-bowery-bank-turned-mansion-sale-real-estate-new-york-2015-2">This NYC bank-turned-mansion bought by a photographer for $102,000 just sold for $55 million</a></h3>        <div>            <div>        <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="E4ZmpiczqsrLpEFaVejoudIvRLSzCQeL" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div>        </div>        </div>            </div>

Australia is banning selfie sticks from its museums

<p><span style="font-size: 15px; line-height: 1.5em;"><div class="KonaFilter image-container display-table float_right"><div><div class="image on-image"><p class="source"><a href="http://www.weather.com/weather/map/interactive">Weather Channel</a></p></div><p></p></div></div></span>(Reuters) - A deadly winter storm kept a tight grip on much of the <a>United States</a> on Monday as cold, snow and ice spread across the <a>East Coast</a>, snarling traffic and knocking out power to thousands.</p>
<p>As much as 5 inches of snow were forecast for Monday night into Tuesday and much of the area from <a>Virginia</a> to coastal <a>New England</a> were under winter <keyword id="6359992" type="UNKNOWN" weightage="60" keywordseo="Weather">weather</keyword> advisories, the <a>National Weather Service</a> (NWS) said in a forecast.</p>
<p>Bitter Arctic air in the upper Great Plains and Rocky Mountains is expected to persist through Wednesday, with the coldest weather extending from the <a class="cite">Nevada</a>-<a class="cite">Utah</a> region into <a class="cite">Minnesota</a>, the NWS said.</p>
<p>"I don't think things are going to warm up any time soon," said <a class="cite">Bruce Sullivan</a>, an NWS meteorologist.</p>
<p>The cold snap will drive temperatures well below average across the <a class="cite">United States</a> through midweek, including <a class="cite">Texas</a> and the South, the NWS said.</p>
<p>Thousands of homes and businesses were without power on Monday morning. Thousands of flights were delayed as snow and <span class="highlight">ice</span> covered roads, highways and airport runways from <a class="cite">Texas</a> and <a class="cite">Oklahoma</a> east to <a class="cite">Virginia</a> and north through <a class="cite">Pennsylvania</a>.</p>
<p><a class="cite">Northern Maryland</a>, central and <a class="cite">eastern Pennsylvania</a> and parts of New York state received up to 10 inches of snow through Monday morning. Sleet and freezing rain also pummeled the area, according to the NWS.</p>
<h3>29 BELOW ZERO FAHRENHEIT</h3>
<p>The mercury in <a class="cite">Daniel</a>, <a class="cite">Wyoming</a>, fell to 29 below zero Fahrenheit (minus 34 Celsius) on Monday, marking the coldest temperature in the contiguous <a class="cite">United States</a>.</p>
<p>In remote <a class="cite">northwestern Nevada</a>, rescuers were searching for two adults and four young children a day after they were last seen near an abandoned mining camp where they had gone to play in the snow, local authorities said.</p>
<p>The couple had taken their two children and niece and nephew, who range in age from 3 to 10, on an outing to an old mining camp in the Seven Troughs mountain range, the authorities said.</p>
<p>A spokeswoman for the <a class="cite">Oklahoma State Department</a> of Health said it had tallied 247 storm-related injuries. The <a class="cite">Oklahoma</a> <a class="cite">Highway Patrol</a> has reported 201 collisions that did not cause injuries and 65 collisions that resulted in injuries.</p>
<p>On one stretch of highway near <a class="cite">Philadelphia</a>, more than 50 cars and trucks were caught in chain-reaction crashes on the <a class="cite">Pennsylvania Turnpike</a> on Sunday afternoon. One man was killed when he left his vehicle after the crashes, a turnpike spokesman said.</p>
<p><a class="cite">AAA Mid-Atlantic</a>, the auto group, said it pulled 109 vehicles out of snow and <span class="highlight">ice</span> in <a class="cite">Pennsylvania</a> on Sunday, compared with three the week before.</p>
<p>At least three people were killed in weather-related car accidents in <a class="cite">Arkansas</a> and <a class="cite">Tennessee</a>, emergency officials said. <a class="cite">Virginia</a> officials warned drivers of hazardous travel conditions.</p>
<p><a class="cite">Oklahoma</a> Governor <a class="cite">Mary Fallin</a> declared a state of emergency in the state, where the winter weather contributed to at least three deaths, including two young boys in weather-related accidents and a homeless man from the cold.</p>
<p>NFL FREEZE, WHITEOUT</p>
<p>City of <a class="cite">Chicago</a> officials warned football fans to take extra precautions against the weather for the Bears' Monday night match against the <a class="cite">Dallas Cowboys</a>, since the wind chill at Soldier Field is expected to be below zero.</p>
<p>The game is expected to be well-attended despite what is locally known as "Bear weather," since "89," the jersey number of former player and coach <a class="cite">Mike Ditka</a>, is being retired.</p>
<p>About 1,700 flights were canceled nationwide on Monday, according to tracking website Flightaware.com.</p>
<p>About 650 travelers were stranded overnight in the <a class="cite">Dallas/Fort Worth International Airport</a> overnight on Sunday, officials said. About 350 flights at the airport were still canceled in Monday, airport officials said.</p>
<p>Some 267,000 customers in <a class="cite">Texas</a> lost power at the height of the storm and about 21,000 homes and businesses remained without power on Monday, said utility Oncor.</p>
<p>Freezing weather across <a class="cite">Texas</a> set successive December power use records on Friday and Saturday, according to preliminary data from <a class="cite">ERCOT</a>, the state's power grid operator.</p>
<p>(Reporting by Carey Gillam in Kansas City; Additional reporting by Heide Brandes in <a class="cite">Oklahoma</a> City, Jana Pruet in <a class="cite">Dallas</a>, Dave Warner in <a class="cite">Philadelphia</a>, Ian Simpson in Washington, D.C., Jonathan Kaminsky in Olympia, Washington, and Mary Wisniewski in <a class="cite">Chicago</a>; editing by Jeffrey Benkoe, Matthew Lewis and Cynthia Osterman)</p>

Cold Grips America As Huge Storm Blankets East Coast

<p><div class="KonaFilter image-container display-table float_right"><div><div class="image on-image"></div><p></p></div></div>You want to have an open, honest relationship with your boss.</p><p>But that doesn't mean you can just say <em>anything</em> to them in the workplace.</p><p>There are exceptions to every rule, but for the most part, you're probably better off avoiding potentially alienating your manager.</p><p>Business Insider reached out to managers and career experts to find out which sentences they just don't want to hear from their employees.</p><p>Here are 11 phrases you might want to avoid:</p><h2>1. 'Let's hold off on making that decision'</h2><p>"As a startup CEO, timely decision making is critical, and I don't want to put off until tomorrow what we can do today," says Frida Polli, CEO of applicant screening service <a href="https://www.pymetrics.com/">pymetrics</a>. "Gather all the information you can, and make the best decision you can given the data. Decision making with imperfect information or under conditions of ambiguity is a critical skill to develop for all employees. This is different than rash decision making, where no information is considered and decisions are made from a hunch."</p><h2>2. 'Okay ...'</h2><p>Career site <a href="http://www.createcultivate.com/" data-saferedirecturl="https://www.google.com/url?hl=en&amp;q=http://www.createcultivate.com/&amp;source=gmail&amp;ust=1489771690996000&amp;usg=AFQjCNEmp8S3p0cRdKsUkPx47cyHEROLgQ">Create &amp; Cultivate</a> founder Jaclyne Johnson says that it's important to be clear - especially when you're communicating with your boss online or over text. Short, curt responses can sometimes be too ambiguous.</p><p>"There is really no time for passive-aggressive bumps in the road and, in terms of communication, everyone needs to be on the same page," Johnson says. "We do a lot over text messages and the ellipsis is just hard to decipher. Are we good to go? Are there questions? I think being straightforward is the best way to push through the noise."</p><h2>3. 'It's not my fault'</h2><p>"The blame game never works in the workplace. Odds are, if something bad happens, it's not one person's fault," says Andy Bailey, CEO of business coaching firm <a href="http://petracoach.com/">Petra Coach</a>. "Take responsibility for finding a solution rather than casting blame elsewhere - especially if you're in any kind of management position."</p><p>Joe Staples, the CMO of project management software <a href="https://www.workfront.com/">Workfront</a>, says that good bosses won't prioritize finding someone to blame.</p><p>"Fault-finding is a time-waster and fills the conversation with excuses," Staples says. "I want to know how it happened so it can be avoided in the future, and what the plan is to fix it."</p><p>CEO of online camera retailer <a href="https://www.mpb.com/en-us/" target="_blank" data-saferedirecturl="https://www.google.com/url?hl=en&amp;q=https://www.mpb.com/en-us/&amp;source=gmail&amp;ust=1489858209252000&amp;usg=AFQjCNF4KDk5sX6FabOFGU57Zii0j0_rGw">MPB.com</a> Matt Barker says he also prefers for employees to try to fix, rather than dodge, problems. "It's important in any job to always try and think beyond the obvious and be a creative problem solver," he says.</p><h2>4. 'I have a problem'</h2><p>"I hate to hear the phrase 'I have a problem,' when there is not a proposed solution," says Bryan Miles, co-CEO of virtual assistant and bookkeeping site <a href="https://belaysolutions.com/" data-saferedirecturl="https://www.google.com/url?hl=en&amp;q=https://belaysolutions.com/&amp;source=gmail&amp;ust=1489858399861000&amp;usg=AFQjCNFO1LkYjuCT8oPlcQTtkrQzPGOkpA">BELAY</a>. "This is particularly annoying because it feels as if whoever is saying it is waiting on me to solve the issue, instead of finding ways to resolve it themselves. I like team members and leaders that bring you problems with potential solutions because it shows they've been proactive about the issue."</p><p><a href="https://www.weebly.com/">Weebly</a> CFO Kim Jabal says that it's better to say something along the lines of: "We have a huge opportunity to fix something that has gone wrong. Here are a few ideas. I'd love your input."</p><p>"I love employees who have a passion for tackling problems versus avoiding them," Jabal says. "I want to be surrounded by employees who want to take the steeper hill because they know there will be a big sense of accomplishment at the top as opposed to those that prefer to coast on the easy road."</p><p>"Problems happen and while it's great to be able to spot them and get to the root cause, you need to be the problem solver as well," says Marcy Axelrad, global senior director of talent management at online retailer <a href="https://www.wayfair.com/">Wayfair</a>.</p><p>So, all in all, if you've got bad news for your boss, you'd better have some potential solutions as well. It's not about sugarcoating issues, it's about demonstrating that you're on the ball.</p><p>"Bosses prefer asset-based problem solvers, not deficit-based problem bringers, so the next time a problem arises and you need to bring it to your boss' attention, make sure you don't just hand over the problem," Heide Abelli, vice president of business skills and leadership at cloud-based learning site <a href="http://www.skillsoft.com/">Skillsoft</a>. "Instead, come prepared with the information and recommendation your boss needs in order to help address the problem... If you have tried your best and you just can't come up with any potential solutions, then be honest and tell your boss that you would like to work with him or her to brainstorm potential solutions. That way you show you're not simply handing over a problem, but want to be involved in solving it."</p><h2>5. 'If my opinion matters ...'</h2><p>"When someone starts off a suggestion or idea with that phrase, it automatically undermines whatever it is they are going to say next," says Shannon Miles, co-CEO of <a href="https://belaysolutions.com/" data-saferedirecturl="https://www.google.com/url?hl=en&amp;q=https://belaysolutions.com/&amp;source=gmail&amp;ust=1489858399861000&amp;usg=AFQjCNFO1LkYjuCT8oPlcQTtkrQzPGOkpA">BELAY</a>. "Instead, show confidence when bringing an idea to the table."</p><h2>6. 'My gut tells me ...'</h2><p>If you're working in a data-driven field or company, there are times where your gut feeling just isn't going to cut it.</p><p>"The facts and the numbers inform our decisions," says Hari Ravichandran, CEO of web-hosting company <a href="https://www.endurance.com/">Endurance International Group</a>. "While qualitative plays an important part in how we behave the quantitative is a vital factor in what we decide. You need to be prepared to have data to back-up your assertions, even if they are instinctual."</p><h2>7. 'I don't know'</h2><p>"If I ask you a question that you don't know the answer to, that's okay. Nobody knows everything,"says Jodi Glickman, the CEO of leadership development and communication training firm <a href="http://greatonthejob.com/">Great on the Job</a>. "The key is not too sound like you don't know anything. 'I don't know' is lame, it's not helpful, and it doesn't make you look good."</p><p>If you're caught off-guard by your boss's question, Glickman recommends saying something more along the lines of: "Here's what I know, here's what I don't know, here's how I'll figure it out."</p><p>"Hearing this from an employee shows that they did not even try to find the answer and does not know what's going on with something under their responsibility," says CEO of booking platform <a href="http://tripactions.com/">TripActions</a> Ariel Cohen. "As your boss, we want to hear that you're prepared. Even further, if a question is posed that you haven't thought about remind me that you can think on your feet and leverage your experience on the fly."</p><h2>8. 'I don't have time'</h2><p>This is a terrible way to respond when your manager asks you to take on a new task - even if it's true.</p><p>"Prioritization is important," Axelrad says. "Be flexible and open to the need to pivot. If you can't fit a project into your schedule, then let the person requesting your time know that while you have some critical work to get done right now, but you can get to this project on X date. Always ask if this proposed timeline will work. If not, talk to your manager about shifting priorities to accommodate requests."</p><p>David Dourgarian, CEO of staffing software company <a href="https://www.tempworks.com/">TempWorks Software</a>, says that it's important to make time when it comes to getting crucial tasks done.</p><p>"Going above and beyond sometimes means coming in early or staying past 5 p.m. to assist a client with a problem no matter how small - and that applies to everyone from the top down," he says. "We look for employees that understand the importance of client loyalty and bring a good attitude about putting in the extra effort to ensure the company continues to uphold that mission."</p><h2>9. 'I'll try to get that done by Friday'</h2><p>"Don't try," Bailey says. "Actually do it. In the words of Yoda, 'There is no try, only do.' If you can't get something done, tell your boss, so you can work together to get it done - or bring in help where it's needed."</p><h2>10. 'I missed the deadline'</h2><p>"Stuff happens," Staples says. "People miss deadlines. Just don't tell me after the fact. Give me as much advanced notice as possible that you're going to miss it."</p><h2>11. 'What is my career path?'</h2><p>Don't rely on your boss to figure out your future for you.</p><p>"Employees should come to their managers with a sense of their goals, asking instead for help or support on how they achieve them," says Dan Sommer, CEO of web development program <a href="http://www.trilogyed.com/">Trilogy Education</a>. "When you're asking what is my career path, you are demonstrating that you haven't done your research or put in the time to really think through where you want to get to."</p><p>He recommends asking "How do I get there?" instead.</p>    <div class="margin-top">        <h3>NOW WATCH: <a href="http://www.businessinsider.com/words-phrases-should-never-say-boss-2016-12">Never say these 6 things to your boss</a></h3>        <div>            <div>        <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="FmMjRmODE6pnznMi2VBUdIbOiObV3yeh" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div>        </div>        </div>            </div>

11 sentences your boss doesn't want to hear

<p><div class="KonaFilter image-container display-table float_right"><div><div class="image on-image"><p class="source"><span><a href="https://commons.wikimedia.org/wiki/Category:Sleeping_people_in_art#/media/File:Max_Todt_Nach_der_Jagd.jpg">Wikimedia Commons</a></span></p><p class="caption">Don't wake up on the wrong side of the bed.</p></div><p></p></div></div>Sleep is kind of a big deal.</p><p>The more quality shut eye you get, the more refreshed you'll be in the morning. In turn, that'll set you up to effectively tackle the challenges of your day.</p><p>On the opposite end, <a href="http://www.businessinsider.com/arianna-huffington-answers-all-your-questions-about-sleep-2016-4/">as Arianna Huffington told Business Insider</a>, there's a direct correlation between sleep deprivation and an increase in stress and negative health effects.</p><p>That's why it's important to <a href="http://www.businessinsider.com/bedtime-rituals-will-pay-off-forever-2016-8">adopt some positive bedtime rituals</a> to ensure you're making the most of your sleep.</p><p>People who've gotten mired in unhealthy sleep habits are basically sabotaging their future.</p><p>Here are some disastrous sleep-related habits that you should avoid:</p><h2>1. Forgetting to plan out the next day</h2><p>By creating a game plan for the next day, <a href="http://www.businessinsider.com/what-successful-people-do-before-breakfast-2016-8">you're ensuring that you'll have a smoother morning</a>. Unsuccessful people waste the night away without thinking of tomorrow at all. This disorganization will likely carry into the next day.</p><p>Heck, it's fine to plan things out on the fly every once in a while. However, if you really want to make the most of your time, sticking to a routine is a good idea.</p><h2>2. Not reflecting before going to bed</h2><p>Unsuccessful people may not see the need to reflect, or they might simply feel that their lives are too hectic to squeeze a few minutes of silence in.</p><p>Of course, you probably don't have a ton of time during the day to sit down and contemplate you're life. That's why establishing a time for reflection right before bed is a great idea. This practice will help you become a more mindful, grateful person.</p><h2>3. Bringing technology into the bedroom</h2><p>Unsuccessful people wreak havoc on their own sleep cycles by refusing to put away their phones before bed.</p><p>The Huffington Post cofounder <a href="http://www.businessinsider.com/arianna-huffington-how-to-sleep-well">advises everyone to turn off their screens before bed</a>. The bright blue lights mess with your head and make it harder to fall asleep, <a href="http://www.businessinsider.com/can-iphone-night-shift-help-you-sleep-2016-3">according to Erin Brodwin writing for Business Insider</a>. This also means switching over to paper books for any late-night reading.</p><p>Checking Twitter one last time isn't worth wrecking your Circadian rhythm.</p><h2>4. Dwelling on the past</h2><p>It's easy to fall into the trap of replaying negative situations from the day that you wish you had handled differently. Unsuccessful people dwell on the negativity, thus creating more stress and unhappiness.</p><h2>5. Worrying about tomorrow</h2><p>Unsuccessful people don't just dwell on the past - they agonize over the future. It's totally fine to get worried about a major upcoming event every once in a while. However, if you're spending every night laying in bed dreading the future, that's a bad sign. Your negativity is most likely hurting your overall mindset, not to mention your ability to get any shut eye.</p><h2>6. Neglecting hygiene</h2><p>This one should go without saying, but get into a good hygiene routine before bed. Brush (<a href="http://www.businessinsider.com/effective-tooth-flossing-recommendation-study-debate-health-benefits-help-2016-8">and floss - we don't care what the government says</a>) your teeth. Shower regularly. Don't neglect yourself.</p><p>Unsuccessful people struggle to maintain any consistent nighttime rituals, even basic ones like brushing their teeth regularly. You're definitely not setting yourself up for success if you're not taking care of yourself.</p><p>"When stress rises and becomes cumulative during the day, it's much harder to fall asleep at night because it's harder to slow down and quiet our brains. So, the key here is to recognize that and to create a ritual for going to sleep," <a href="http://www.businessinsider.com/arianna-huffington-answers-all-your-questions-about-sleep-2016-4/#-4">Huffington told Business Insider</a>. Following a bedtime rituals signals that it's time for rest.</p><p>Huffington said she likes to have a hot bath every night as a "kind of washing away the day."</p><h2>7. Drinking caffeine after 2 p.m.</h2><p>"It's kind of obvious, but it bears repeating: caffeine just before bed is never a good idea," <a href="http://www.businessinsider.com/arianna-huffington-sleep-revolution-caffeine-alcohol-food-sugar-2016-4">Huffington told Business Insider</a>.</p><p>When researching her book, "<a href="https://www.amazon.com/Sleep-Revolution-Transforming-Your-Night/dp/1101904003?&amp;tag=bisafetynet-20">The Sleep Revolution</a>," she consulted numerous doctors, who recommended not consuming caffeine after 2 p.m. "You know, I love my coffee, but now I have it in the morning," she said.</p><h2>8. Having a nightcap</h2><p>When researching her sleep manifesto, Huffington also consulted a number of sleep specialists for tips. <a href="http://www.businessinsider.com/arianna-huffington-sleep-revolution-caffeine-alcohol-food-sugar-2016-4">She said</a> one of her favorites is avoiding alcohol right before bedtime.</p><p>"We think having a nightcap, having a drink, is going to relax us and be like a sedative. And it does act like a sedative at the beginning - but then shortly after we fall asleep, it changes allegiances," <a href="http://www.businessinsider.com/arianna-huffington-sleep-revolution-caffeine-alcohol-food-sugar-2016-4">she said</a>.</p><p><a href="http://www.ninds.nih.gov/disorders/brain_basics/understanding_sleep.htm#dreaming">The National Institute of Health would agree</a>: it finds that alcohol robs you of <em>quality</em> sleep by keeping you in the lighter stages of sleep from which you can be awakened easily, and by preventing you from falling into deeper, more restorative stages of sleep.</p><h2>9. Eating a late-night snack</h2><p>Snacking within three hours of bedtime will also ruin your shut eye and make you fatter, <a href="http://www.businessinsider.com/how-late-can-you-eat-dinner-2016-7">according to Tech Insider</a>.</p><p>"If we have a big meal and then go straight to bed, our sleep is not going to be as restorative because our digestive system is occupied digesting, instead of being able to slow down and recharge for the next day," <a href="http://www.businessinsider.com/arianna-huffington-sleep-revolution-caffeine-alcohol-food-sugar-2016-4">Huffington said</a>.</p><p>She points to sugar as one of the worst late-night snacks and suggests, instead, something soothing like herbal tea.</p><h2>10. Letting in the light</h2><p>Huffington said another "absolute no-no" is letting any kind of light in the room.</p><p>Whether it's the light streaming through your blinds from the streetlamp next to your window, or the blinking lights from the TV, phone, or even the smoke detector, <a href="http://www.businessinsider.com/arianna-huffington-sleep-revolution-caffeine-alcohol-food-sugar-2016-4">Huffington said</a> all of these lights are preventing you from getting much deeper, restorative sleep.</p><p>She said that she always covers these lights, even when traveling, either with black-out curtains, black tape, or a towel.</p><p>"I promise you, your sleep is going to be so much deeper, and so much more restorative, that it's totally worth it," <a href="http://www.businessinsider.com/arianna-huffington-sleep-revolution-caffeine-alcohol-food-sugar-2016-4">she said</a>.</p><h2>11. Not keeping regular sleep hours</h2><p>Unsuccessful people are all over the place when it comes to sleep. Having a wildly varying sleep schedule throws off your whole Circadian rhythm and can really take a toll on your professional and personal life - you really don't want to be that employee that's always running late and sleeping in.</p><h2>12. Not getting enough sleep</h2><p>Unsuccessful people might reason that they don't have enough time to get enough shut eye. They've got their priorities completely wrong.</p><p>Getting enough sleep is <em>imperative</em> to your health. Numerous studies have linked poor sleeping habits with all sorts of health problems. For example, <a href="http://www.businessinsider.com/r-more-evidence-poor-sleep-habits-may-raise-diabetes-risk-2016-7">Reuters previously reported</a> that men who don't get enough sleep are more at risk for diabetes.</p><h2>13. Cranking up the heat</h2><p>If you want to be as snug as a bug in a rug, you might be inclined to crank up the heat in your bedroom as much as possible. However, even if you're chilled easily, this is actually a bad move.</p><p><a href="http://time.com/3602415/sleep-problems-room-temperature/">As Markham Heid reported for Time</a>, "... a drop in your core temperature triggers your body's 'let's hit the sack' systems, shows research from the Center for Chronobiology in Switzerland (and a lot of other places.) Some new research from the National Institutes of Health also suggests that sleeping in a cool room could have some calorie-burning health benefits."</p><p>So if you're looking to fall asleep and keep off the pounds, don't crank up the thermostat.</p><h2>14. Pulling all-nighters and sleeping over the weekends</h2><p>This one's pretty straight forward - staying up all night is usually a bad idea (looking at you, <a href="https://www.youtube.com/watch?v=nqAvFx3NxUM">Lionel Richie</a>).</p><p>However, sometimes life gets crazy. You might be tempted to stay up late during the week and "make up" sleep over the weekend. <a href="https://www.entrepreneur.com/article/225741">However, as Jane Porter reported in Entrepreneur</a>, this could really backfire, according to University of North Texas psychology professor Daniel Taylor: "When you go to bed and wake up at drastically different hours, you disturb your circadian rhythm - the 24-hour cycle linked to brain activity, hormone production and cell regeneration."</p>    <div class="margin-top">        <h3>NOW WATCH: <a href="http://www.businessinsider.com/snooze-alarm-clock-button-sleep-expert-2016-11">Why you shouldn't hit the snooze button in the morning - according to a sleep expert</a></h3>        <div>            <div>        <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="01djNoMjE6aw77Hl7JtwWfuCqzPdR_CZ" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div>        </div>        </div>            </div>

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